HR Business Partner

at  SBFM

JOB SUMMARY

The HR Business Partner will be responsible for supporting the achievement of organisational objectives by partnering with key stakeholders within allocated area of responsibility. Providing expert HR (Human Resource) leadership and service to develop and instil best practice people management initiatives across the business. Supporting the CEO and Head of Human Resources to achieve the People Plan by acting as HR lead on a range of projects and responsibilities.
This role will come with the authority to develop HR plans, goals, and objectives for their assigned business area. Recommending strategies to improve HR support for their assigned business units. Manages Mobilisations, De-Mobilisations & Transformation projects within the assigned business unit.

ABOUT US

Our Company is one of the UK’s leading and fastest growing soft FM service providers, offering the full range of professional cleaning services nationwide.
We are transforming the commercial cleaning space, combining pioneering future-fit technology and innovation with an ambition to ensure that every colleague has progression opportunities through dynamic training, development, and access to education

ABOUT THE ROLE

Due to significant growth, our business are looking for an established HR professional to join our business as a HR Business Partner.

DUTIES AND RESPONSIBILITIES

Provide a professional and strategic consultancy and advisory service to allocated area of responsibility:

• Support the Head of HR with the creation, delivery and monitoring of a local HR plan which underpins the HR strategy and supports the achievement of operational objectives.
• Build and develop effective, collaborative working relationships with BU Directors to influence the local people agenda and activity.
• Work with business managers to ensure the delivery of the Employee Proposition, and to develop a motivational and rewarding working environment that will facilitate the achievement of business objectives.
• Facilitate and deliver HR calendar events into the business ensuring robustness and consistency e.g. annual appraisals etc.
• Identify mid to long term training needs and priorities, coaching managers to identify training requirements from individual annual appraisals and feeding into the corporate Training Needs Analysis and Training Plan development.
• Identify mid to long term resource requirements and feed into the corporate Resource Plan. Maintain the local plan and monitor headcount, liaising with the HR Resourcing team to ensure recruitment activity reflects the business need.
• Support the Head of Human Resources in building the BU succession plan to support the corporate succession strategy, and help identify and develop high potential people within the BU.
• Champion the use of HR MI (Management Information) and key people measures locally – identifying trends and delivering initiatives and interventions to bring about performance improvements.
• Develop the BU line managers’ HR capability and people management competence, professionalism, and consistency of approach in line with the People Management Framework through coaching, mentoring and delivery of local training events.
• Coach and mentor the line management population in the application of HR policy and practice.
• Support line managers with the management of complex/high risk ER cases through advice and coaching, ensuring approach is pragmatic and within an acceptable level of business risk.
• Provide HR support for organisational change and restructuring activity and projects within the BU, supporting the line manager with redundancy situations, and collaborating with the HR Transition Manager specifically with contract bid work.
• Support the local implementation of cultural change initiatives and embed organisational values and behaviours in the business.
• Work with other HRBPs to share best practice and raise BU policy/practice issues. Ensure the Head of Human Resources has a business perspective to inform the shaping of HR strategy, policy, and product development.
• Support the line managers with recruitment selection activity as appropriate, liaising with the Resourcing team.
• Drive the delivery of core HR processes into the business: Support the Head of HR in monitoring of HR service levels and fostering the relationship between the business and the HR Shared Services to ensure continuous improvement and regular reviews of customer needs.
• Support and encourage positive employee relations, engagement, and communication. Build constructive working relationships locally with Trade Unions, leading or supporting local consultation when required.
• Support HR initiatives and projects outside of dedicated business area, as assigned, as a member of the wider HR Business Partnering team.

Key Competencies:

• Commercial awareness - Understands and applies commercial and financial principles. Views issues in terms of costs, profits, markets and added value.
• Action orientation - Demonstrates a readiness to make decisions, take the initiative and originate action.
• Problem solving and analysis - Analyses issues and breaks them down into their component parts. Makes systematic and rational judgements based on relevant information.
• Planning and organising - Organises and schedules events, activities, and resources. Monitors timescales and plans
• Flexibility - Successfully adapts to changing demands and conditions.
• Resilience - Maintains effective work behaviour in the face of setbacks or pressure. Remains calm, stable and in control of themselves
• Persuasiveness - Influences, convinces, or impresses others in a way that results in acceptance, agreement, or behaviour change.
• Personal motivation - Commits self to work hard towards goals. Shows enthusiasm and career commitment.
• Specialist knowledge - Understands technical or professional aspects of work and continually maintains technical knowledge