People Business Partner 0.8 FTE (12 month FTC)

at  Our Future Health

We are looking for an experienced part-time People Business Partner on a 12 month fixed-term maternity cover to work 4 days per week. This is a full 360 people position, fundamental in ensuring the business structure and culture is set up for success and aligned to our organisational goals. You will work closely with the wider People team on projects that aim to drive employee engagement and manage change.
Our Future Health will be the UK’s largest ever health research programme, bringing people together to develop new ways to detect, prevent and treat diseases. We are a charity, supported by the UK Government, in partnership with charities and industry. We work closely with the NHS and with public authorities across all nations and regions of the UK.
Our plan is to bring together 5 million volunteers from right across the UK who will be asked to contribute information to help build one of the most detailed pictures we have ever had of people’s health. Researchers will be able to use this information to make new discoveries about human health and diseases. So future generations can live in good health for longer.

REQUIREMENTS

You will also have some of the following skills and experience:

• Prior experience working in a fast-paced HR environment.
• Excellent hands-on experience in using MS Office, databases and HRIS systems.
• Ability to work independently with the willingness to take responsibility for outcomes, but also the ability to judge when to ask for guidance.
• Ability to work collaboratively with people, demonstrating flexibility in style and approach to changing demands.
• Commercially minded with strong business acumen.
• A clear understanding of Human Resources practices, employee relations and legal requirements.
• Discretion, sensitivity, and confidentiality. Demonstrated ability to listen, analyse and inform appropriately while maintaining the required sensibilities in handling confidential information.
• Outstanding communication, presentation, and interpersonal skills.
• Proven organisational and time management skills.
• Any additional training or certification i.e CIPD in Human Resource Management will be considered an advantage.
• Proven experience of managing employee relations issues, and talent management processes.
• The ability to use data and analysis to create and deliver appropriate strategic people services plans.

You will develop people strategy for the teams you partner with, working closely with the Head of People Partnering & Experience and line managers to understand strategic outcomes and build out a prioritised plan of activity. Your key responsibilities will include but not be limited to:

• Work with the teams you partner with to define and design ways of working.
• Creating a clear leadership and talent strategy plan of where the team need to get to, what support they need as a collective and providing key coaching to line managers.
• Identifying talent and developing plans to both retain, develop, and attract the talent which will drive performance, culture, and productivity.
• Develop a clear workforce plan - supporting the operational strategy, working collaboratively with the Talent Acquisition team and the Finance teams as well as across the people team to come up with plans to ensure we have the right skills in the right places at the right time.
• Be an active member of the people and Culture team, working across the people function to develop relationships and improve ways of working- proactively sharing knowledge and leading on functional projects.
• Ensure that engagement and communication is front of mind for the line managers you support, ensuring that they are connected with the teams they lead, that they continually focus on setting the vision/strategy and communicating progress and priorities to ensure people know where we are heading, why we are heading there and the value that they bring.
• Taking a proactive approach to employee relations, reviewing data and spotting any employee relations trends, recommending solutions, and coaching line managers to take any actions you feel are the right steps to take/ tackle problems before they grow.
• Guiding line managers in relation to HR policies and procedures (such as performance improvement, grievances, absence management etc), coaching them through the process and ensuring they have a good understanding of the legal requirements. Our role with ER can be very hands-on, writing scripts, creating outcome letters, etc. to support cases through to completion.