HR Business Partner

HRBPs are senior members of the HR function and lead on providing a generalist HR service to our managers and staff within their local client groups and representing the HR function on all issues at a local level. The immediate priority for the role is developing a high attendance culture within the client group and therefore reducing the amount of days lost to sick absence.

Meanwhile, work is currently underway to transform the way we provide HR services, defining and achieving a workforce and talent agenda, delivering business strategy, driving workforce performance and engagement, positively influencing the culture, and enhancing the experience for our people.

Our recent research has given us greater understanding of current thinking and practice in relation to providing effective digitally enabled HR services and the opportunities and challenges of undertaking a transformational journey. The purpose of this role is therefore to be a key player in that journey to 'High Impact HR' and as well as contributing towards that, you will lead, support and develop others through a period of change.

As we move towards networks of expertise, implementing self-service, making more use of analytics and empowering our workforce, the duties and responsibilities of this role will change and HR professional development and empowerment will be important features of the change process.

Responsibilities

Lead and develop an effective HR team ensuring the delivery of HR services. Carry out activities to increase employee engagement as measured through the staff survey, including evidencing activity to address feedback from previous surveys. Carry out activities to promote Equality, Diversity and Inclusion and creating a workplace aligned to Fair Work. Take the lead on partnership working with trade unions.

As an integral member of the establishment management teams, provide professional HR advice to Governors and senior managers on people management matters, including complex case management, with a particular focus on developing a high attendance culture. This includes carrying out activity to promote employee wellbeing and resilience. Also changing behaviours and practices towards absence and supporting employees remain at or return to work. Upskilling managers on techniques to manage attendance, ensuring appropriate action is taken in a timely manner aligned to the Attendance Management Policy and relevant legislation.

Participate in appeal boards, lead on or contribute to HR policy reviews, represent the SPS at Employment Tribunals and internal & external forums, participate in recruitment boards, and other activities as required and appropriate for the role.

Manage the workforce planning requirements for your business area and ensure that all recruitment practices are carried out in the line with Civil Service Recruitment Principles and legislative standards.

Contribute to the HR Transformation Programme and help shape the future of the HR service. Be an advocate for the transition both within your own team and also your client group and support them through the change journey.