HR Business Partner

at  Simply Conveyancing

JOIN OUR TEAM AS AN HR BUSINESS PARTNER!

We are thrilled to present a remarkable opportunity for a skilled HR Business Partner to join our forward-thinking team. At Simply Conveyancing, we emphasise career growth and innovation, continually striving to enhance our services within the property law sector. As an HR Business Partner, you’ll play a pivotal role in shaping our human resources strategy and organisational culture.

WHO WE ARE LOOKING FOR: IDEAL CANDIDATE ATTRIBUTES

• Degree educated in HR, business, or a related field.
• Previous demonstrable experience within a ‘mid-senior’ HR generalist role is a must.
• Experience of conveyancing or legal industry would be an asset.
• CIPD Level 5 required (Level 7 preferred)
• Experience of using Iris Cascade as a HRIS would be of benefit.

ABOUT THE ROLE: HR STRATEGY AND SUPPORT

Reporting to the Head of HR, this is a true generalist role, and you will be both strategic and tactical in your approach, working in partnership with the business to deliver first class HR support.
You’ll be strong in coaching, influencing, and challenging business leaders, driving strategic workforce planning, organisational effectiveness, DEI, EVP, employee relations, and building effective people/leadership capabilities. You will also take the lead on important HR projects, seeing them through to successful conclusion.

KEY RESPONSIBILITIES: STRATEGIC HR LEADERSHIP

• Working as a strategic partner to the management team across our sites (infrequent travel will be required).
• Ensuring current and future talent is identified and nurtured in line with strategic goals.
• Acting as mentor to a small team of HR Advisors, and HR Administrator.
• Coaching, training and supporting the development of line management skills and knowledge.
• Working alongside the L&D team to develop and deliver innovative L&D solutions to plug skills and knowledge gaps across the business.
• Providing guidance and interpretation on HR policies and employment law for managers and employees alike.
• Suggesting new procedures and policies to continually improve efficiency of the HR department and company as a whole, and to improve the employee experience.
• Ensuring legal compliance of employment laws, and update policies and/or procedures as required.
• Supporting business-critical projects in areas including reward and benefits, employee lifecycle processes, DE&I, CSR, leadership capability, and annual Group HR cycles.
• Deputising for the Head of HR in their absence.