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Job Description Job Title: HR Business Partner Role: Manager Department: HR Team Reporting to: Senior HR

Job Description

Job Title:

HR Business Partner

Role:

Manager

Department:

HR Team

Reporting to:

Senior HR Business Partner

Location:

London centres with frequent business travel

Direct Reports:

None

Main Function of Job:

To partner with HR colleagues and key stakeholders and leaders to deliver a HR

service in line with the needs and priorities of the University of Law. To oversee the implementation and delivery of key HR initiatives as the key interface

between professional HR and the business in operational Centres across the UK. Translate business requirements into effective HR practices across Centres,

delivering people solutions aligned to business objectives. Work at an operational level with multiple stakeholders

Deal with complex or sensitive day to day people management issues

Influence Management and Leadership around the people agenda and issues

Responsible for recruitment; performance management; etc. Implementing HR initiatives and as a senior generalist you will advise, guide and support all staff and managers in the University; providing high level people management and development support across the all Centres in the UK.

Specific Responsibilities:

Recruitment & Selection

Agree need for vacancy/resource Identify potential resourcing solutions External recruitment/Consultant/Internal Move Responsible for recruitment authorisation process Sourcing/campaigns/PSL Interviews T & C/offer/on boarding Induction and follow through

Employee Relations

Act as the first line of contact in Human Resources for any employee relations issues involving employees between entry level and Executive Manager.

 Ensure that the Senior HRBP is made aware of any sensitive employee relations  issues

Ensure that the Senior HRBP is made aware of any sensitive employee relations

issues that arise as appropriate. Support, develop and coach people managers to manage employee relations issues

using University of Law policies, procedures and best practice, ideally resolving issues where possible informally. Build and maintain relationship with local Union representatives in respective centres

/ departments. Advise on occupational health issues, seeking specialist advice as appropriate.

PDR

Responsible specific PDR performance in specific Centres

Promotions

Capture learning and development trends and needs up to Executive Management

career level and provide appropriate inventions. Assess quality of PDR’s/Reviewer performance in specific Centres and develop as

required Partner with learning and development to identify and deliver PDR training as

required on an annual basis.

Manage all promotions up to Executive Management career level in consultation with

the relevant Senior HRBP to ensure reflection of competence, diversity and comparability with like for like roles in across Centres Work with local leaders to ensure any salary revisions are aligned within new roles

Talent Mapping

Support Senior HRBP’s manage the talent profile of the within Centres for the UK at

all grades Identify within and across Centres trends and possible needs for intervention and

liaise with Learning and Development Team to discuss appropriate interventions Highlight trends in specific Centres and feed through to Senior HRBP’s working together to agree any appropriate actions

Developing Others

Support, develop and coach HR Administrators and HR colleagues, with their

personal and professional development, ensuring that they are appropriately involved in operational issues and project work as appropriate. Support, develop and coach local people managers in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business.

Organisation Development

Support the Senior HRBP’s any Centre/Functional specific change programmes

ensuring

that

they

provide a

value adding

service in all change management

programmes.

 

Reward & Remuneration

Support the Senior HRBP with the Salary Review Process up to and including Senior

Executive Manager Working with Senior HRBP to identify the issues by Centre/Function which need to be considered and factored into strategy

 Support Line Managers with the Salary Review process guidelines  Work with Line Managers to

Support Line Managers with the Salary Review process guidelines

Work with Line Managers to agree how to distribute salary budget across

Centres/Functions based on knowledge of issues and market data Ensure salary review across Centres/Functions is complete on time / to budget and

accurately reflects consistency across Centres and Functions in the UK. Manage deemed salary reviews as appropriate.

Projects / Initiatives & Strategy

Partner with Senior HRBP’s and other senior HR colleagues in the implementation of

the strategic HR Plan, projects and initiatives at the University of Law to positively add value to both our business and employees. Identify local project and HR initiatives in line with local Centre/Functional needs,

working with the relevant Senior HRBP, to gain additional support and leverage. Partner with key stakeholders within Centres/Functions to ensure that all HR projects

and initiatives are appropriately communicated and implemented on a local basis. Support, partner and develop Administrators in the implementation of HR Projects and initiatives where appropriate.

Administration, Systems & Records

To promote the use of HR systems policies and processes, challenging appropriately

as necessary. Manage exit processes for staff, carrying out exit interviews etc.

Advice managers on use of services of non-employees eg Consultants, Contractors, Temporary Workers, Visiting Tutors etc.

In addition to the responsibilities listed above, the job holder may be required to perform other duties as assigned by members of the HR Management Team from time to time.

This job description is to be read in conjunction with the relevant Roles and Responsibilities Career Level document.

This job description is correct at January 2014. It may vary in consultation with the post holder to reflect changes within the market place, in the HR Team and the University.

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Person Specification Job Title: HR Business Partner Role: Manager Department: HR 1. TRAINING AND EDUCATION Essential

Person Specification

Job Title:

HR Business Partner

 

Role:

Manager

Department:

HR

1.

TRAINING AND EDUCATION

Essential

   

Desirable

CIPD qualified, Graduate or Member status

 

Qualified/Licenced in SHL or Saville Wave

Graduate or equivalent

Psychometrics

2.

SKILLS AND KNOWLEDGE

 

Essential

   

Desirable

Good, confident communicator

 

Good facilitation and presentation skills

Good knowledge of MS Office particularly

Word, Excel and PowerPoint Excellent standard of written English

Excellent knowledge and understanding of

employment law Commercially and Financially astute

3.

EXPERIENCE

 

Essential

   

Desirable

At least 5 years experience of working as a

Experience of working in a legal, professional

HR professional with at least 2 years working with a leadership level on a consultative and

services or education environment Knowledge of the iTrent HRIS

partnering basis Experience of advising managers on a range

 

of people matters (e.g. discipline, grievance, performance management, sickness absence, recruitment, etc) Experience of working with middle/senior

managers Experience of working in a stand-alone role

Experience of implementing new initiatives and rolling out new ways of working

Ideally have operated in a multisite HR role

 

Experience

of

using

a

recognised

HR

Software/Database System

 

4.

BEHAVIOURAL SKILLS

 

Essential

   

Desirable

Ability to establish effective relationships

   

Collaborate, persuade and influence

 Proactive, ability to work on own initiative  “Can do” attitude  Ability to work

Proactive, ability to work on own initiative

 

“Can do” attitude

Ability to work unsupervised

Ability to

work

under

pressure and meet

deadlines Inspirational in approach to team colleagues

and client groups An interest in developing HR knowledge and

skills Assertive, resilient and tenacious

Ability to hold challenging conversations

Ability to think for yourself and implement

best practice in the absence of a policy or procedure Professional and informed

Proactive/reactive

Enquiring and prepared to challenge

Facilitative

Objective

Seek and give feedback

Ability to build and sustain effective

relationships within the business Excellent communication and influencing

skills Relationship management and personal

credibility Energy and drive

5.

SPECIAL CIRCUMSTANCES & ENVIRONMENT

 

Essential

 

Desirable

Office based with frequent travel between

 

other Centres in the UK as appropriate Flexibility in working hours will be required to

meet demands of the role An understanding of the confidential nature of

this area of work Willingness to undertake business travel to other sites on a frequent basis