Assistant HR Business Partner - Human Resources

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.

Context and Dimensions:

Flexibility

The above is not an exhaustive list and the role holder may be required to undertake additional or

alternative tasks and duties as the needs of the business dictate, provided they are within the individual s

capabilities and skills set at an appropriate level.

Variation

This is a description of the job as required at the date shown. It is the practice of this Authority to

periodically examine job descriptions, update them and ensure that they relate to the job performed, or to

incorporate any proposed changes. This procedure will be conducted by the appropriate manager in

consultation with the post holder.

Financial responsibilities:

This role has no direct budget accountability.

Management responsibilities:

This role has no management/supervisory responsibilities.

Values and Behaviours:

We strive to underpin our culture through strong management and authentic leadership, this means getting

the management basics right, and ensuring what we commit to individually and collectively, we own and

demonstrate accountability aiming to get things right first time. Building on this we also expect everyone at

SBC to demonstrative and live our organisational values and behaviours, this mean in our work we are:

PERSON SPECIFICATION

Qualifications:

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

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

Experience of working successfully with Senior Managers on complex HR issues

Experience of working in a HR department in a customer focused organisation,

proactively facilitating and leading change

Knowledge and Experience:

Significant experience of casework management; disciplinary, grievance,

attendance and well-being, conduct and performance

Up-to-date employment law knowledge, practical application on case

management and ability to apply and implement process and policy change

Strong verbal and written communication skills

Solid understanding and experience in applying employee relations and

employment practices in order to manage employee issues.

Interpret the Council s HR Policy & Procedures and provide advice to

stakeholders appropriate to the situation

Develop HR colleagues and line managers

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

Ability to interpret financial, people and performance data and commentaries

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

Understanding of the Directorate's objectives and priorities

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

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

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.

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

Recognises the contribution and ideas of colleagues, and provides colleagues with constructive feedback

Aware of the impact of their area on the EDI agenda and able to foster inclusive workplace relationships / drive continuous improvement as a result

Aptitudes, Skills and Competencies:

Experience of working successfully with Senior Managers on complex HR issues

Ability to challenge and influence as well as taking ownership and responsibility

Is able to work effectively with people at all levels and builds strong relationships

Special Conditions of Recruitment:

Attendance at Council premises on a dedicated day each week is essential.

Attendance at meetings on site at times is required to meet objectives.