Job summary
***We do not accept applications via NHS website,
toapplyfor the role please visit:https://webrecruitment.stoke.gov.uk/wrl/pages/vacancy.jsf?vacancyRef=0000025240
Are you a proactive, forward-thinking HR professional looking for a change?
We have an exciting opportunity for an experienced HR professional to join our HR Business Partnering Team to deliver customer focused, pragmatic HR advice and provide support to managers and employees across Stoke on Trent City Council.
The Role:
This is a true generalist HRBP role, where you will partner with directorate managers and employees to provide an effective HR service, where you will play a pivotal role in delivering people solutions that are aligned with business objectives.
Main duties of the job
Key Responsibilities:
- Lead on the effective management and resolution of employee casework including sickness absence, performance, disciplinary, grievance, redeployment and grievance issues.
- Advising and coaching a range of stakeholders on a wide range of HR matters including performance management, change management and employee relations.
- Drive compliance across the organisation by staying up to date with employment law and ensuring that company policies are applied consistently.
- Work with the Organisational Development and Talent Team to support key HR initiativesand develop solutions to address training and development needs.
- Foster a positive and inclusive organisational culture, championing diversity and employee wellbeing.
About us
What we
offer:
A
competitive salary based on your skills, experience and talent
Hybrid
and flexible working options
An
excellent local authority benefits pension scheme
Professional
development through learning opportunities, regular training sessions and
apprenticeship and management schemes
As part of this
role, you will attend meetings at sites across the city and be a hybrid worker.
Job description
Job responsibilities
Key Duties / Responsibilities:
- Support the identification of areas where organisational development can add value and contribute to the formulation and implementation of change and improvement in service delivery and outcomes in collaboration with key stakeholders.
- Lead on the effective management and resolution of employee relations casework including, but not limited to, sickness absence, performance, disciplinary, grievance, redeployment and welfare issues.
- Provide a pro-active professional HR support, advice and guidance service on other HR projects including, but not limited to, Job Evaluation, TUPE, change management and redundancy.
- Interpret and advise on terms and conditions of employment, HR policies and procedures.
- Advise, consult and negotiate on people management matters with Trade Unions, ensuring a productive working relationship.
- Foster relationships with senior managers, understanding key organisational objectives and barriers and working together to find safe and justifiable solutions. This will involve exploring and analysing situations providing recommendations outlining risks and benefits, including circumstances when policy and precedent does not exist.
- Prepare regular and ad hoc reports, as agreed with the Head of Workforce, Senior HR Business Partners and directorates.
- Ensure that the organisation is fully compliant with current legislation and statutory requirements.
- Work closely with other members of the team and offer support to others to help them learn and solve people issues.
- Contribute to the preparation for Employment Tribunals and attend as and when required.
- Build and maintain positive working relationships across the organisation, to resolve people issues.
- Attend meetings with managers, partners, trade unions and employees.
- Work with the Organisational Development and Talent Team to advise and assist managers in identifying training and development needs and resolving performance issues through development solutions.
- Proactively liaise with the Senior HR Business Partner on casework as relevant.
- Plan and undertake special project work as required.
- Create and deliver briefing and training sessions to employees and managers to improve their wider understanding of effective people management.
- Actively participate in consultations and communications with Managers, Employees and TU representatives using a range of communication channels.
- Produce effective management/employee communications on HR issues.
- Undertake development and training activities to enable the purpose of the role to be fulfilled and support continuous improvement
- Contribute to the Workforce and directorate service delivery plans
- Represent HR at working and project group meetings and take responsibility for the delivery of objectives
- Represent the council and Senior HR Business Partner as appropriate to external organisations through attendance at meetings as well as written correspondence, including but not limited to Social Work England referrals; DBS, Police, other employers via TUPE.
- Contribute to the development and implementation of new or updated policies and procedures providing constructive feedback to the new post holder (ERPC) on operational effectiveness to ensure continuous improvement and compliance.
- Undertake any other duties commensurate with the grading of the post.
Job description
Job responsibilities
Key Duties / Responsibilities:
- Support the identification of areas where organisational development can add value and contribute to the formulation and implementation of change and improvement in service delivery and outcomes in collaboration with key stakeholders.
- Lead on the effective management and resolution of employee relations casework including, but not limited to, sickness absence, performance, disciplinary, grievance, redeployment and welfare issues.
- Provide a pro-active professional HR support, advice and guidance service on other HR projects including, but not limited to, Job Evaluation, TUPE, change management and redundancy.
- Interpret and advise on terms and conditions of employment, HR policies and procedures.
- Advise, consult and negotiate on people management matters with Trade Unions, ensuring a productive working relationship.
- Foster relationships with senior managers, understanding key organisational objectives and barriers and working together to find safe and justifiable solutions. This will involve exploring and analysing situations providing recommendations outlining risks and benefits, including circumstances when policy and precedent does not exist.
- Prepare regular and ad hoc reports, as agreed with the Head of Workforce, Senior HR Business Partners and directorates.
- Ensure that the organisation is fully compliant with current legislation and statutory requirements.
- Work closely with other members of the team and offer support to others to help them learn and solve people issues.
- Contribute to the preparation for Employment Tribunals and attend as and when required.
- Build and maintain positive working relationships across the organisation, to resolve people issues.
- Attend meetings with managers, partners, trade unions and employees.
- Work with the Organisational Development and Talent Team to advise and assist managers in identifying training and development needs and resolving performance issues through development solutions.
- Proactively liaise with the Senior HR Business Partner on casework as relevant.
- Plan and undertake special project work as required.
- Create and deliver briefing and training sessions to employees and managers to improve their wider understanding of effective people management.
- Actively participate in consultations and communications with Managers, Employees and TU representatives using a range of communication channels.
- Produce effective management/employee communications on HR issues.
- Undertake development and training activities to enable the purpose of the role to be fulfilled and support continuous improvement
- Contribute to the Workforce and directorate service delivery plans
- Represent HR at working and project group meetings and take responsibility for the delivery of objectives
- Represent the council and Senior HR Business Partner as appropriate to external organisations through attendance at meetings as well as written correspondence, including but not limited to Social Work England referrals; DBS, Police, other employers via TUPE.
- Contribute to the development and implementation of new or updated policies and procedures providing constructive feedback to the new post holder (ERPC) on operational effectiveness to ensure continuous improvement and compliance.
- Undertake any other duties commensurate with the grading of the post.
Person Specification
Qualifications
Essential
Experience
Essential
- Detailed knowledge of working within HR in a large and complex organisation
- Detailed knowledge of integrated HR/Payroll systems and an ability to interpret data
- Knowledge and experience of using Microsoft Office including Word, Excel and PowerPoint
- Effective coaching, influencing and communication skills.
- Excellent organisational skills, with the ability to prioritise and work to conflicting deadlines
- Ability to interpret complex information and effectively communicate this to a diverse audience
- Ability to implement HR initiatives and organisational change programmes in line with corporate objectives
- Flexible and adaptable to meet the changing needs of the service
- Ability to work as a team and independently, using own initiative
- Ability to remain calm under pressure
- Ability to challenge current ways of working to improve service delivery
- Ability to remain resilient when dealing with emotionally challenging situations
Person Specification
Qualifications
Essential
Experience
Essential
- Detailed knowledge of working within HR in a large and complex organisation
- Detailed knowledge of integrated HR/Payroll systems and an ability to interpret data
- Knowledge and experience of using Microsoft Office including Word, Excel and PowerPoint
- Effective coaching, influencing and communication skills.
- Excellent organisational skills, with the ability to prioritise and work to conflicting deadlines
- Ability to interpret complex information and effectively communicate this to a diverse audience
- Ability to implement HR initiatives and organisational change programmes in line with corporate objectives
- Flexible and adaptable to meet the changing needs of the service
- Ability to work as a team and independently, using own initiative
- Ability to remain calm under pressure
- Ability to challenge current ways of working to improve service delivery
- Ability to remain resilient when dealing with emotionally challenging situations
Additional information
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
