JOB DESCRIPTION

Job title:Human Resources Business Partner

Reports to:Lead Human Resources Business Partner

Department:Human Resources

Location/unit:Woodley House

Date:1st November 2016

Job Purpose:

To provide leadership to respective Home Managers/Department Managers for the creation and development of HR strategy and policy contributing greatly to The Fremantle Trust being seen as the provider of choice.

Provision of generalist strategic and operational HR support, acting as internal HR consultant by providing coaching, constructive challenge and objective feedback to Senior Managers, supporting specific business areas within The Fremantle Trust as determined by the Lead HR Business Partner.

Accountabilities & Activities:

Recruitment and Resourcing

  • Attracting, welcoming and retaining talent by providing an added value recruitment and selection service that meets strategic requirements in line with the agreed policy, outsourced partners, workforce plans and budget levels.
  • Leading the overall recruitment service, specifically working with relevant Manager/Director on the recruitment of management teams ensuring the right people with the right skills are recruited at the right price.
  • Manage workforce planning, with leaders in designated business areas, sourcing management information from ResourceLink, Payroll and Outsourced Recruitment Provider to inform this process.
  • Leading on the formulation of the Trust’s Terms and Conditions of Employment. Reviewing them as necessary to ensure that they meet relevant strategic objectives.

Employee and Industrial Relations

  • Responsible for the provision of an advisory service to the relevant Home or Departmental Manager/Relevant Director in all aspects of human resource management relating to the staff of the respective Home or Department.
  • Manage the Home/Department’s staff relations in line with policy and legislation, taking a major role in negotiations and consultations with staff and recognised trade union where appropriate.
  • Supporting a developing a range of people engagement strategies by ensuring the communication processes are cascaded and opportunities for colleague contribution are made available through internal channels including Inside Fremantle and Team Meetings.
  • Together with the Lead HR Business Partners, monitoring the legislative process to ensure the Trust is implementing new legislation, guidance and best practice when appropriate.
  • Manging effectively the Disciplinary and Grievance procedures ensuring the best outcome for all where possible.
  • Take the lead on local colleague engagement initiatives to align interests of colleagues, listening to colleague opinion and keeping abreast of employee relations climate within the regions.

Reward Management

  • Working with the Lead HR Business Partner to manage the job evaluation and benchmarking process within the Trust, ensuring equality of treatment.
  • Effectively manage contracts with 3rd party suppliers and benefit providers to ensure that high levels of service are maintained and value for money achieved.
  • Ensuring the Annual Salary Review and Performance Based Pay process runs smoothly and on time across respective client groups.
  • Liaising directly with the Payroll Team ensuring colleagues are both correctly paid and on time. Reviewing and updating processes from time to time in order to improve and maintain effective service.

Performance Management

  • Understand the HR needs of each business area supported and partner with Managers to identify their HR service requirements and support business change efforts, initiating and facilitating change and business improvement activity in line with strategy.
  • Working withrelevant Directors and Home Managers to ensure they have the tools to effectively manage performance.
  • Pro-actively challenge respective /Service Directors/Home Managers inrelation to achieving set objectives and living the organisations values throughout the year in order to ensure successful end of year moderation.
  • Support the Learning and Development function in the design and delivery of local talent management and succession planning though provision of business specific knowledge, and sourcing specific performance data on colleagues and the local business environment.
  • Be able to write, deliver and contribute to Training Workshop for Managers on all areas of Performance Management and develop ‘toolkits’ as appropriate.

Change and Project Management

  • Provide input to the HR People Plan and translate this into implementation plans within support business areas, leading and facilitating the HR agenda items in the management team meetings for designated business areas.
  • Working with the relevant Director/Home Manager ensuring any restructuring/change initiatives are planned and co-ordinated effectively, with specific focus on ensuring the Trust is exposed to minimum risk.
  • Identifying gaps in organisational capability and devise strategies for addressing these in conjunction with the relevant Director and Learning and Development Business Partner.
  • Reviewing the relevant Director’sstaff structures, workforce plans and succession planning approaches to support the business needs.
  • Contributing strongly to the strategic direction of the HR function and the overall delivery of the HR Business Plan.

General

  • Facilitate the understanding and implementation of key people management/HR processes within designated business areas, (performance management, employee relations, conflict resolution, succession planning, compensation and benefits, policy and procedures, employment legislation) support by specialist expertise from the Learning and Development and Payroll teams where relevant.
  • Ensure high levels of performance are achieved, KPIs are delivered and resources effectively utilised.
  • Ensure activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations and general duty of care.
  • Undertaking other work/projects in relation to the HR Team at the direction of the Lead HR Business partner, Director of People and the Chief Executive and to perform other tasks necessary to achieve objectives of the Team and the Trust.

Qualifications, Training & Experience:

Essential

  1. Graduate or equivalent, ideally with an HND or higher qualification in Human Resource Managementor equivalent.Significant business focused Generalist with HR management experience, including handling complex ER issues and implementing change programmes within either the voluntary or private sector.
  2. Demonstrable exposure to developing teams and organisational awareness of the impact of decision making within the role.
  3. Previous track record of successfully applying an up to date and detailed knowledge of employment legislation to deliver legally compliant and business focused HR Policies.
  4. Evidence of effective project management skills and delivery of multiple projects to tight timescales which have a strong people focus.
  5. Excellent interpersonal skills with the ability to communicate, persuade and influence at all levels both internally and externally.
  6. Proven ability to successfully work with a high level of initiative and confident decision making.
  7. Demonstrable creative problem solving skills.
  8. Good coaching skills and an approach that builds capacity rather than dependency relating to line management responsibility.
  9. Proven ability to work both independently and as part of a team within broad policy, professional standards and budgetary limits.
  10. Proven ability to write and implement HR Policies applicable to the whole organisation.
  11. Proven ability to work under pressure and to tight deadlines.
  12. Experience of working with Microsoft Office in particular Word, Excel, Powerpoint and Outlook.
  13. The Post Holder is expected to travel to regionally based Homes and officesminimum to meet the requirements of the role and will require access to their own vehicle.

Desirable:

  • Experience of working with ResourceLink/computerised personnel records
  • Membership of the Chartered Institute of Personnel and Development.
  • Knowledge of Social Care Industry

Freedom of Action:

  • Ability to work both independently and as part of a team with broad policy, professional standards and budgetary limits.
  • Responsible for supervision and development of HR Administrator.

Dimensions:

Provide details of extent to which jobholder manages staff, financial resources and/or assets and how they are involved in any of these areas, for example:

Staff numbers: c450 in Business Area

Financial resources:HR Budget £xx

Turnover:

Organisation Chart:

Lead HR Business Partner
HR Business Partner
HR Administrator