Job info |
Job info details |
Job title |
Human Resources Business Partner – Level 1 |
Strategic team/Directorate |
Corporate Services |
Service |
Human Resources |
Business unit |
Human Resources |
Responsible to (day to day issues) |
HR Manager |
Accountable to (line manager) |
HR Manager |
Salary grade |
H |
JE ref |
HR39 |
1. Key purpose of job
- To support the business in the provision of professional HR advice to the Council, Schools and external customers.
- To apply the corporate policies and procedures of the council properly and affectively, achieving an appropriate balance within corporate guidelines whilst assisting line managers to achieve overall goals and objectives.
- To act as the first point of contact for designated customers internal and external, providing professional HR advice and ensuring high levels of customer service.
- Working with service areas to ensure that effective performance management takes place throughout the organisation.
2. Anticipated outcomes of post
- Customers will receive a high quality of service with professional advice being provided on a broad range of HR matters.
- With support from the HR Manager, the strategic aims of the Organisation will be met and all HR processes will be carried out in line with the needs of the Business and within HR policies and procedure.
- The Organisation’s position will be protected as employers in employment related matters.
3. List key duties and accountabilities of the post
- As an Employee of Torbay Council all roles are expected to work in a way that ensures vulnerable children and adults are safeguarded and report any safeguarding concerns in accordance with established policies and procedures. The Designated Senior Lead for Safeguarding is the Chief Executive and Director of Children’s Services.
- Responsible for safeguarding and promoting the welfare of children at all times through the work of HR.
- With support from the HR Manager, provide professional HR advice and guidance at all levels of the Council and within Schools, and other external customers as required.
- Within the Council's local and national employment arrangements and the overall legislative framework, provide a broad range of professional advice and guidance to Schools, Academies and internal and external customers on a full range of HR activities. To include but not limited to but not limited to: Disciplinary, Grievance, Recruitment, Probation, Retention, Job Evaluation, Establishment Control, Restructuring, Redundancy, TUPE, Managing Attendance, Organisational Change, workforce planning and whistleblowing.
- To advise on job descriptions and undertake GLPC Evaluations as required and with support, to lead panel meetings.
- With relevant support, to provide sound HR advice on a rage of formal procedures, hearings and meetings ensuring that processes are conducted in line with Council procedures and in a timely and professional manner.
- With support from the HR Manager, undertake referrals to professional Bodies where applicable, after considering relevant information to ensure employer and statutory obligations met.
- To work collaboratively with Trade Union Representatives on both an informal and formal basis to negotiate individual employee issues in line with HR protocols.
- To participate as required in consultative arrangements with Trades Unions, advising a range of customers including Directors, Assistant Directors, Managers and School and Academy Governors as to how best to secure outcomes that meet the needs of the Business and demonstrate effective employee relations.
- To provide HR training, wellbeing and coaching initiatives that help enable managers to be equipped and enabled to manage their staff with successfully and with minimal HR intervention.
- To provide training to individuals or groups of staff or managers on HR Policies and procedures as may be required to meet business needs.
- With relevant management oversight, to be responsible for preparing correspondence on HR and Employment related matters to a high standard, including the preparation of reports, document bundles, investigation notes, letters and management information.
- Working closely with HR colleagues, support and champion initiatives to improve well-being, staff engagement and organisational development, ensuring initiatives are embedded.
- To develop or update HR policies and procedures as directed and supported by the HR Management Team for both Council, Schools and external customers as required and in order for them to be taken through the consultation process as necessary.
- To undertake all work in accordance with Principals of Data Protection Act and Information Governance Policies and Procedures.
- To undertake specific HR project work as directed by the Head of HR or HR Manager.
- To support TUPE transfers ensuring that employer obligations are met and that TUPE transfers both inward and outward are managed effectively.
- To undertake regular CPD and to undertake training and development as appropriate to the role.
4. Budgetary/Financial Responsibilities of the post
5. Supervision/Line Management Responsibilities of the post
6. Working environment and conditions of the post
- Normal working environment and conditions as well as homeworking where relevant, with ability to travel within the Bay to external clients and on occasion the wider South West or more nationally as required.
7. Physical demands of the post
8. Specific resources used by the post
- Normal resources such as laptop / I-Pad or I-Phone carried to client meetings.
9. Key contacts and relationships
- External:
- Trade Unions, Headteachers / School & Academy Governors/ Trustees, Employment Agencies, Partner Organisations, General Public, Solicitors, ACAS, and other local authorities.
- Internal:
- Colleagues with NHS, Employees across the Council, Maintained School staff, Trade Unions, Directors and all Senior Managers, Managers, Team Leaders, Council Officers and members.
10. Other duties
- To undertake additional duties as required, commensurate with the level of the job.
Other Information
- All staff must commit to Equal Opportunities and Anti-Discriminatory Practice.
- Torbay Council is committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo the checks appropriate to the post applied for.
- The post holder is expected to work in a way that ensures vulnerable children and adults are safeguarded and report any safeguarding concerns in accordance with established policies and procedures. And are aware that the Chief Executive and the Director for Children’s Services are the Safeguarding Leads for the Council
- The post is eligible for hybrid home working.
- You will be asked to complete a Criminal Records Self Declaration Form. Criminal convictions will only be taken into account when they are relevant to the post. You will only be asked to disclose ‘unspent’ convictions.
- The Council operates a Smoke-Free Policy and the post-holder is prohibited from smoking in any of the Council's buildings (including Council owned and Council leased buildings, but excluding designated areas in residential schemes), enclosed spaces within the curtilage of buildings, and Council vehicles. The Council does not permit smoking breaks within work time, however, in services where the flexi-scheme is in operation, employees may take reasonable break times outside of core hours, in accordance with flexi-time arrangements. Employees should follow the flexi-scheme procedure for agreeing time away from their duties in the normal manner with their immediate colleagues and line manager, with break start and finish times being recorded, as with any other break-time arrangement.
- The post-holder is expected to familiarise themselves with and adhere to all relevant Council Policies and Procedures.
- The post-holder must comply with the Council’s Health and Safety requirements as outlined in the H&S policy appropriate to the role.
- The post-holder must be committed to the Council’s Core Values for employees – “Torbay Council employees are committed to being forward thinking, people orientated and adaptable - always with integrity”. Evidence will be sought during the probation and appraisal processes.
- If this post is customer facing, it will require the ability to fulfil all spoken aspects of the role with confidence and fluency in English.
- If you are required to access a government system such as HMRC, DWP or The Public services network (PSN) as part of your role with the Council you will be required to complete a basic disclose with your line manager before you can access these systems. Your manager will be required to complete a verification form that confirms your identity, nationality and immigration status, employment history and unspent convictions (third party).
- If you are required to use your own vehicle on Council business or drive a council vehicle you will be asked to provide information on any driving endorsements by accessing gov.uk/view-driving-licence and providing a code to your Line Manager in order to share your driving licence information with the Council.
Person Specification
Note for Candidate
All Candidates
The supporting statement on your application form will be used to assess ability to meet the essential requirements of the role, so you should explain how you meet each of the numbered essential requirements within your supporting statement.
In a competitive situation, the desirable criteria may be taken into consideration, so you are encouraged to show how you also meet each of the desirable criteria.
Candidates who consider that they have a disability
Reasonable adjustments will be made to the job, job requirements or recruitment process for candidates with a disability.
If you consider yourself to have a disability you should indicate this on your application form, providing any information you would like us to take into account with regard to your disability in order to offer a fair selection interview.
Where ever possible and reasonable we will make adjustments and offer alternatives to help you through the application and selection process.
If you have indicated that you have a disability on your application form you will be guaranteed an interview if you clearly demonstrate in your supporting evidence how you broadly meet the essential requirements of the role.
Job info |
Job info details |
Job Title |
Human Resources Business Partner – Level 1 |
Strategic team/Directorate |
Corporate Services |
Service |
Human Resources |
Business unit |
Human Resources |
Skills and effectiveness
Essential skills and effectiveness
- Ability to provide appropriate, timely and accurate advice to customers on a broad range of HR issues.
- Effective communication skills and able to communicate to a wide range of audiences.
- Ability to provide appropriate challenge where required.
- A customer focused approach to service delivery with the ability to continuously improve service levels and the customer experience.
- Promoting equality, inclusion and anti-discriminatory practice.
- Maintaining effective and positive working relationships.
- Ability to prioritise own workload and work to conflicting and changing deadlines.
- Well organised and detail orientated.
- Research skills and ability to compile, analyse and present information gathered from research in a range of formats depending on audience.
- The ability to influence and negotiate to reach desired outcome.
- Effective use of IT packages – Word, Excel.
Desirable skills and effectiveness
- Ability to undertake Job Evaluation panels.
Knowledge
Essential knowledge
- Working and up to date knowledge of Employment Law and HR Best Practice.
- Effective knowledge and understanding of HR policies and procedures and how these are applied in the Public Sector.
Desirable knowledge
- Up to date knowledge of NJC and JNC terms and conditions of employment.
- Knowledge of GLPC and Hay Job Evaluation Schemes and the ability to undertake evaluations of roles under such schemes.
- Up to date knowledge of Teachers Pay and Conditions of employment.
Experience and achievements
Essential experience and achievements
- Experience of working in a Human Resources Team providing policy and transactional advice to Employees, Managers and external customers, particularly Schools and Academies.
- Working independently and as part of a team.
- Experience of researching, developing and contributing to HR policies.
- Experience of working and building effective working relationships with others.
- Experience of managing employee relations issues.
- Experience of interpretation of case law and applying to Employee Relations and HR issues.
Desirable experience and achievements
- Experience of working with HR in a Local Authority.
- Experience of undertaking GLPC and Hay Evaluations.
- Experience of designing and delivery training to a wide range of audiences on a range of HR related topics.
- Experience of coaching and mentoring managers and employees.
- Experience of working with Trade Unions.
Qualifications/professional memberships
Essential qualifications/professional memberships
- Human Resources CIPD Level 5.
- Educated to GCSE O Level standard or equivalent qualification level.
- Membership of CIPD.
- Commitment to CPD.
Desirable qualifications/professional memberships
- ILM Level 3 and or Level 5 Coaching Qualification.
Other requirements
Other requirements of the job role
- Demonstrates a commitment to safeguard and promote the welfare of children and young people.
- Ability to travel efficiently around the Bay/South West/UK in order to carry out duties.
- Ability to accommodate occasional home-working.