Assistant HR Business Partner

Purpose:
To provide HR support and assistance to the HR Operations team and give advice and guidance to
managers and staff. In doing so the role holder will build and develop effective working relationships with managers which will allow the role holder to have an impact in influencing and supporting managers to achieve their local and the corporate objectives.
Accountabilities:

• In consultation with the HRBP, provide managers and staff with appropriate advice and guidance
  on Council policies, terms and conditions of employment and other HR related issues in
  accordance with employment legislation.
• Support, coach, challenge and empower Directorate line managers in managing people issues
  (e.g. Disciplinary, Grievance etc.)
• Dealing with local trade union (TU) representatives in relation to individual cases or local
  collective issues; Build and maintain relationships with line managers, employees and TU
  representatives across the Directorate(s) to ensure positive interactions and speedy resolution of
  any issues that arise
• Responsible for screening all vacancies, identifying potential redeployment opportunities for
  employees on the redeployment register and assist in matching them to suitable alternative jobs
  across the Council.
• Undertake effective Job Evaluations, drawing on benchmarking data and ensuring a fair, consistent
  and objective assessment
• Ensures senior Directorate stakeholders receive insight from their people data (e.g. sickness
  reporting, grievance numbers etc.)
• To update the casework database (paper-based and electronic)
  in an accurate and timely fashion and provide essential HR data for monitoring purposes as
  required.
• Finds solutions to problems relating to strategic, policy or legal constraints or requirements
  Understands local issues in the Directorates and takes action based on the implications from a HR
  perspective
• Ensures that relevant work is passed to the appropriate point in HR as required
  To advise on and participate in staff appointments where appropriate, ensuring that Council
  procedures are followed in terms of the grading, advertising recruitment and selection of staff.
• To contribute to the overall development of the HR team including HR policy development and
  projects.
• To undertake research as required and support the HRBP to prepare briefing papers as necessary.
  To maintain own continuing professional development and to liaise/network with other HR
  practitioners as appropriate.
• To maintain and keep up to date with HR policies and procedures and to respond to queries from
  managers and staff on terms and conditions of employment as appropriate.
• To ensure effective communication with colleagues across the Council and externally where
  appropriate regarding work in progress, emerging trends, issues or problems.
• To participate in working groups as required and to attend other meetings on behalf of the HRBP
  and the HR Operations team as required.
• Any other duties commensurate with the grade and purpose of the post.

PERSON SPECIFICATION

Qualifications:

1. CIPD qualified, or working towards this with experience of working effectively in a
complex organisation.

2. A proven track record of providing clear, balanced advice and guidance on HR
issues

3. Experience of working successfully with Senior Managers on complex HR issues

4. Experience of working in a HR department in a customer focused organisation,
proactively facilitating and leading change

Knowledge and Experience:
5. Significant experience of casework management; disciplinary, grievance,
attendance and well-being, conduct and performance

6. Up-to-date employment law knowledge, practical application on case
management and ability to apply and implement process and policy change

7. Strong verbal and written communication skills

8. Solid understanding and experience in applying employee relations and
employment practices in order to manage employee issues.

9. Interpret the Council's HR Policy & Procedures and provide advice to
stakeholders appropriate to the situation

10. Develop HR colleagues and line managers

11. Strong analytical skills and the ability to evaluate data and establish key insights

12. Ability to interpret financial, people and performance data and commentaries

13. Ability to review and challenge content provided by other team members and local
HR teams

14. Understanding of the Directorate's objectives and priorities

15. Able to integrate external sources of data where necessary (e.g. using CIPD /ACAS websites)

16. Ability to interpret financial, people and performance data and commentaries,
identifying and evaluating the key pressures and opportunities, ensuring that
mitigation is identified, both from internal and external sources where necessary

17. Persuade others using straightforward and simple techniques, clearly
communicate work requirements even if these are technical, complex or
contentious and create challenge to views of others if appropriate, in turn
explaining own position with evidence when challenge

18. Evaluates current situation based on previous experience; identifies advanced
implications/ conclusions from the logical analysis of a complex situation or issue.
Ensure data from all relevant sources can be gathered in order to assess complex
problems and come up with the most appropriate solution