Job Description

The day-to-day responsibilities of this role will include:

• Providing technical and administrative HR support to line managers and management teams on all aspects of the HR agenda.
• Building effective working relationships that reflects the successful HR business partner model currently in place.
• Providing support in key annual people processes, including pay round, the performance process, the promotion process, budgeting, resource and succession planning and talent identification.
• Supporting the ER Advisor in the management of end-to-end TUPE transfers for individuals or groups of employees as they move in and out of the Company, employee relations issues such as absence management, performance management and disciplinary and grievance situations.
• Providing overall management of high-risk cases with the business areas supported by the jobholder, with the day-to-day management of cases being undertaken by the ER Advisor.
• Actively contribute to discussions and activity within the HR Business Partner team to ensure that compliant people practices are implemented.
• Adopting a coaching partnership style to line managers when guidance is required on how to handle sensitive people matters.
• Working alongside the HR specialists in Reward, Recruitment and Learning in order to propose and develop people interventions that are specific to business requirements.
• Participating in wider HR projects as required in order to ensure that an Ulrich style HR model is properly implemented in the HR function.
• Working with the HR Operations team to ensure changes in personnel data are appropriately recorded, conducting regular audits of data and delivering reports to internal leadership teams.
• Working with the HR Operations team to review standard template documentation as required.
• Undertaking operational activities such as drafting and/or reviewing change of terms letters and responding to operational queries when required
• Be able to travel to London for meetings and travel to regional offices, as an occasional requirement.

Required Knowledge, Skills, and Abilities

• A track record of partnering with all tiers of management with a coaching leadership style in development.
• A track record in managing a diverse employee relations case load with a solid understanding of UK employment legislation (support is also provided from senior colleagues and external legal advice).
• Evidence of supporting all of the key annual HR processes (pay and bonus, performance management and improvement processes and talent identification).
• Evidence of operating in an Ulrich HR model and a thorough understanding how to make the model work for expert HR delivery to business colleagues.
• Degree-level education preferred but not essential.
• CIPD Level 5 qualification preferred.
• Strong organisational, literacy and numeracy skills
• Good degree of IT proficiency including Excel, PowerPoint, Word