This position is based at our head office and requires physical presence at our head office in located at 40 High Street, Street, Somerset, BA16 0EQ

QUALIFICATIONS:

• Experience in a generalist HR role with knowledge of employment law and HR best practices
• Function related qualification i.e. CIPD
• Good skills and knowledge in all facets of HR including understanding of interaction with other HR teams
• Interpersonal skills with credible impact, ability to influence with good resilience
• Analytical and judgement skills with the ability to utilise various data sources to draw conclusion and make recommendations
• Collaborative working style with a clear focus on delivering outcomes
• Commercially astute
• Experienced in Employee Relations and working with Third parties such as Employment Lawyers, Unions and other Advisors
• Experience of managing people related impacts during organisational change

• Provide knowledgeable and commercially balanced guidance, input and advice on HR policies and procedures to line managers which are in line with Company Policy and legislation; ensuring good practise is also adhered to.
• Establish key relationships and work with line managers to ensure effective management of employee lifecycle events; coaching and influencing where required and working to raise line manager capability in managing employees effectively. Escalate as appropriate common capability themes to the People Experience Partner / Director.
• Support the People Experience Partner by owning and delivering designated aspects of the People Plan for your business areas, providing specialist HR Input and support in the delivery of initiatives, projects and organisational change.
• Provide support on disciplinary, grievance, TUPE, redundancy and general employee relations matters. Escalate complex ER issues as applicable to People Experience Partner.
• Support the L & D team and Regional Trainer in the design and delivery of Employee Lifecycle based capability training events.
• Provide knowledgeable and commercially balanced guidance, input and advice on HR policies and procedures to line managers which are in line with Company Policy and legislation; ensuring good practise is also adhered to.
• Establish key relationships and work with line managers to ensure effective management of employee lifecycle events; coaching and influencing where required and working to raise line manager capability in managing employees effectively. Escalate as appropriate common capability themes to the People Experience Partner / Director.
• Support the People Experience Partner by owning and delivering designated aspects of the People Plan for your business areas, providing specialist HR Input and support in the delivery of initiatives, projects and organisational change.
• Provide support on disciplinary, grievance, TUPE, redundancy and general employee relations matters. Escalate complex ER issues as applicable to People Experience Partner.
• Support the L & D team and Regional Trainer in the design and delivery of Employee Lifecycle based capability training events.
• Work with the Employment Lawyer, ACAS and external advisors in obtaining advice including preparing for and attending Employment Tribunals and communicating with union representatives.
• Pro-actively assist line managers in controlling employee absence. Work with external Occupational Health Advisors to manage cases through to resolution. Escalate any complex cases to People Experience Partner as necessary.
• Monitor, review and investigate employee trends and people issues through effective use of management information and reporting, identifying root cause and proposing solutions which will address them
• Work all the time to Company Policies and Procedures and within the administrative guidelines and SLA’s of the HR Service Centre. Pro-actively identify opportunities for process improvement and raise accordingly.
• Actively seek feedback from business areas on all aspects of HR policy, and transactional processes and procedures in order to feed into process improvement.
• Maintain personal CPD on all aspects of generalist HRM
• LTO/Regretted losses
• Engagement scores on Survey
• Completion of Talent Review