Job info |
Job info details |
Job title |
Human Resources Business Partner - Level 2 |
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 |
I |
JE ref |
HR07 |
1. Key purpose of job
- To work as a professional HR Business Partner to all functions of the Council including Academies, Schools and external customers.
- To support the business to achieve successful outcomes and to work collaboratively with all levels of management to achieve transformational goals.
- Partnering with service areas to ensure that effective performance management takes place throughout the organisation, driving forward key organisational goals.
- To act as the first point of contact for designated customers, providing professional, consistent and proactive HR advice, guidance and coaching in line with the organisations policy and procedural frameworks and legislation.
2. Anticipated outcomes of post
- Customers will receive a high quality of service with proactive and professional HR advice being provided to Directors, Assistant Directors, Senior officers, Council Members, Headteachers and governors that protects the council’s and its customer’s position as employers in employment related matters.
- Working closely with HR colleagues and with support from senior colleagues, a credible, timely and respected professional HR service will be provided which supports operational and strategic HR objectives, aims and aspirations.
- Change across the organisation is implemented and embedded successfully.
3. List key duties and accountabilities of the post
- Responsible for safeguarding and promoting the welfare of children at all times through the work of HR.
- Using up to date knowledge of current employment law, legislation, and HR best practice to support managers/ customers in the resolution of a rage of cases, some complex including employment issues, attendance management, disciplinary, grievance, performance management, capability and organisation restructuring up to and including appeal and tribunal cases, ensuring policy and procedure is interpreted and applied consistently and correctly.
- To work flexibly and manage competing priorities as required to ensure effective service delivery with the ability to respond to emergency situations.
- To undertake investigations, research and analysis, and to provide and present high quality, accurate well-evidenced recommendations to managers (including senior managers) and other members of staff and stakeholders.
- To work on HR projects ensuring appropriate consultation, decision making and implementation processes are followed.
- To enhance the organisation’s and customers’ people management performance by equipping and enabling managers to manage their staff with minimal HR intervention through coaching and training delivery.
- Participate as required in consultative arrangements with Trade Unions.
- To build up an understanding of the organisation and its financial envelope and begin partnering with managers/ customers, providing support and challenge as required to deliver organisational change.
- To analyse and present (at certain levels) information in reports in order to inform and influence business decisions.
- To support the management of TUPE transfers ensuring that employer obligations are met and that TUPE transfers both inward and outward are managed effectively.
- To write and advise on job descriptions and take the role of lead professional within job evaluation panels as required.
- To make referrals to registered bodies after collaboration and consideration of relevant information to ensure employer and statutory obligations are met.
- To support the design and delivery of bespoke training to a range of stakeholders as required to meet business needs.
- To seek to undertake professional coaching assignments as required both internally and externally to the Council and in addition, use coaching as a mechanism to support managers to develop their own management skills.
- To support initiatives to improve well-being, staff engagement and organisational development by promoting and acting as champions of such.
- To develop or update HR policies and procedures as required. Undertaking research, interpreting legislation and drafting both Corporate and School policies 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 regular CPD and to undertake training and development as appropriate to the role.
- To undertake specific HR project work as directed.
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.
- 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.
- This post is based at Town Hall but the post holder may be required to move their base to any other location within the Council at a future date.
- 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 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.
- 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.
- 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.
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 2 |
Strategic team/Directorate |
Corporate Services |
Service |
Human Resources |
Business unit |
Human Resources |
Skills and effectiveness
Essential skills and effectiveness
- Ability to advise on the full range of HR matters related to the council and schools.
- Excellent communication skills and able to communicate to a wide range of audiences.
- Ability to provide appropriate challenge and to influence and motivate staff at all levels both internally and externally.
- A customer focused approach to service delivery with the ability to continuously improve service levels and the customer experience.
- Ability to build and maintain effective and positive working relationships.
- Ability to prioritise own workload and work to conflicting and changing deadlines.
- Well organised and detail orientated.
- Build and develop analysis and research skills that will enable the ability to assess, compile and present information from the business and legislation to inform key business decisions.
- The ability to influence and negotiate to reach desired outcome.
- Highly effective use of IT packages to deliver high quality service.
Desirable skills and effectiveness
- Ability to undertake Job Evaluation panels.
Knowledge
Essential knowledge
- Expert knowledge of Employment Law and Legislation.
- Effective understanding and knowledge of HR policies and procedures across a range of organisations.
- Working knowledge of NJC and JNC terms and conditions of employment.
- Working knowledge of Teachers Pay and Conditions of employment.
Desirable knowledge
- Knowledge of NHS terms and conditions of employment.
- Up to date knowledge of NJC and JNC terms and conditions of employment.
- 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 professional advice to Employees, Managers and external customers including Schools, Academies and external organisations.
- Some experience of researching, developing and writing HR policy.
- Experience of working and building effective working relationships with trade unions including consultation and negotiation.
- Experience of managing employee relations issues (sone of which may be complex), interpreting legislation and managing risk.
- Experience of undertaking GLPC and Hay panel Job Evaluations.
- Some experience of designing and delivery training to a wide range of audiences on a range of HR related topics.
- Some experience of coaching and mentoring managers and employees.
Desirable experience and achievements
- Experience of working in an educational or children and young people’s service environment.
- Experience of working with Elected Members.
- Experience of working with HR in a Local Authority.
- Experience of working with Trade Unions.
Qualifications/professional memberships
Essential qualifications/professional memberships
- Educated to degree level or equivalent relevant, successful, and demonstrable experience.
- Human Resources CIPD Level 7.
- Associate Membership of CIPD.
- Commitment to CPD.
Desirable qualifications/professional memberships
- ILM Level 3 and or Level 5 Coaching Qualification.
- ECDL, MOS or equivalent.
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.