HR Business Partner - Inner London - £243 per day

  • jobsitejobs
  • Sep 10, 2016

Job Description

London ABW Recruitment

HR Business Partner - Inner London - Government

Pay Rate: £243 per day

Contract Length: 3 months initially

Location: Inner London

Clearance: BPSS with Disclosure Scotland



  • CIPD qualified/accredited or equivalent level of experience

Experience required

  • Experience Significant experience of generalist HR working at a senior level.
  • Experience of operating a HR Business Partner approach within a complex organisation
  • Experience of analysis of complex information facts and situations to determine the appropriate course of action
  • Experience of working in a commercial environment
  • Experience of working as a strategic business partner
  • Ability to think creatively and influence stakeholders
  • Experience of working in a customer focussed environment and delivery of Service Level Agreement
  • Knowledge A thorough knowledge of employment law and employee relations processes.
  • Knowledge of my client and Agenda for Change

Job description

Advise managers and staff on the application of both policies and procedures including advising on very complex employment law issues and promoting good practice
Provide support across the allocated CCG's to promote, develop and sustain strong service delivery
Work proactively to ensure robust stakeholder management across the HR department, CSU and allocated CCG's
Build and maintain productive working relationships with internal and external customers
Work with customers and their senior management teams to develop and deliver workforce strategies and initiatives that will contribute to their business plans
Provide and receive highly complex, sensitive or contentious information to a range of audiences
Support the development of HR strategies for all areas drafting recommendation and option papers for the relevant Senior Management Teams
Support managers by interpreting and advising on policies and procedures and advising on the best course of action. This will include a range of employment and employee relation matters such as absence, performance management, grievance, disciplinary, reorganisations and TUPE. The postholder will be responsible for assisting management or external investigators in conducting timely investigations and providing hearing panel support as required.
Manage the job evaluation system and provide advice to staff and managers on job design as well as undertake job evaluation assessments feeding back to managers on outcomes and proposing changes as appropriate
Plan, review and implement changes to policies and procedures and support implementation by delivering policy briefings and 1:1 coaching with managers across the CCG's
Deputise for the Head of HR Business Partnering, where appropriate
Work closely with the Recruitment team providing advice and guidance to customers on recruitment and retention to promote a climate of good practice
Produce monthly workforce analysis reports to accurately reflect the customers workforce and HR metrics and recommended initiatives for improvement
Produce and management information to aid business planning and strategy
Provide support to local procurement processes by providing HR advice and participate in tender evaluation processes as required
Work closely with staffside colleagues
Participate and lead on CCG projects as directed by the Director of HR and Organisational Development and the Head of HR Business Partnering
Keep up to date with developments in employment legislation and HR best practice and ensure policies and processes are subsequently reviewed
Work closely with the People Development team to assess training and development needs and deliver training solutions as required
Support the roll out of effective performance management across the allocated CCG's
Work with a highly proactive approach, using initiative to ensure a quality HR service is delivered to achieve business focused outcomes.
Able to effectively lead and manage a team within a Matrix structure, where there are multiple points of accountability. The CSU will be a fluid and evolving environment and it is expected managers are able to cope with ambiguity, work collaboratively in cross functional teams and manage multi interfaces.
The post holder is accountable as a senior manager for implementation of Standard Operating Procedures (SOPs) in the work of their teams, and for ensuring their staff are trained in using SOPs. In addition they are expected to champion the use of SOPs, include training in all induction programmes for new staff and development plans for existing staff, and contribute to the creation and maintenance of SOPs as required as part of the corporate SOP development process.

Please Quote Ref - JSCP0073