RQ1745215 – People Partner

Job Details

£19.81 PAYE – £26.38 3 months with possible extension 2-3 day per week in the office

Main Purpose of Job

 

To provide  business focussed and high quality advice and support on all employer relations issues in line with the appropriate HR policies and procedures, employment law and best practice.

 

To take a lead role in the cultural and values development of the Council, embedding our values across the organisation and supporting teams to grow and develop skills, knowledge and behaviours which align to our vision.

 

Through use of data and clear performance metrics, to engage services in continuous improvement, support efficiencies and encourage innovation.

 

 

Main Duties & Responsibilities

 

 

  1. To provide sound and professional people management advice, guidance and support to the officers of the council. To support a culture of autonomy and independence around people management whilst maintaining a framework aligned to best practice, policy and employment law.

 

  1. To engage in focussed and regular continuous professional development which includes the requirement to keep up to date with employment legislation changes and best practice as well as understanding national, regional and local policies, altering own practise where necessary.

 

  1. Develop and maintain effective and mutually challenging working relationships with Trade Unions and play a key role in the consultative framework

 

  1. To develop and deliver learning initiatives and support overall development and skill enhancement across services.

 

  1. To line manage the HR Assistant; including responsibility for appraisal, objective setting and support including acting as a mentor for professional development.

 

  1. To lead or participate in Job Evaluation panels as required in partnership with recognised Trade Unions

 

  1. To lead and support on key projects as appropriate such as Organisational Change/TUPE/Reviews of Pay and Benefits

 

  1. To support the delivery of the People Strategy including themes of:

 

  • Engagement and Cultural Development
  • Developing Compassionate Leadership Competencies and Behaviours
  • Resourcing and Workforce Planning
  • Inclusion, Diversity and Allyship
  • Operational Excellence and Performance
  • Wellbeing

 

 

  1. To support the People Business Manager and the Head of Strategy, People and Performance to:

 

  1. Contribute significantly to transformational change and encouraging and supporting innovation, learning and improvement in all areas of the Council’s activities.
  2. Initiating and developing links and partnerships with other local authorities, regional and national bodies and other private, public and voluntary sector organisations, where appropriate, to achieve the Council’s objectives.
  3. To support the reputational development of the Council as an employer of choice.

 

  1. Proactively identify areas for improvement and development, enacting change which positively impacts on service delivery.

 

  1. To be actively involved in the departmental meetings as well as represent the department / Council as required.

 

  1. To undertake any other duties as may be reasonably allocated to the post holder commensurate with the grading and responsibilities of the post.

 

Service Responsibilities

 

  1. To be aware of and comply with current Health and Safety Regulations and the Borough Council’s Health and Safety Policy and Procedures as they relate to the duties and responsibilities of the post.

 

  1. To be proactive in personal and professional development, updating knowledge and skills by appropriate means as agreed annually through the Council’s Performance Appraisal Scheme.

 

  1. To maintain awareness of risks and incorporate these into the formal risk management process and also to control the risks inherent in your job and report any risk concerns to your manager.

 

  1. To produce any performance information required in a reliable, timely and accurate way, in accordance with the Council’s Data Quality Policy.

 

  1. To be aware of and adhere to the Council’s Equal Opportunities Policy.

 

  1. To be familiar with the obligations and requirements of the Council’s information security and data protection policies and procedures as they apply to the post, ensuring that confidential and sensitive data used by the post holder is held securely and personal data is obtained, processed and disclosed only in accordance with the principles and requirements of the Data Protection Acts.

 

  1. To contribute to any internal and external audit programmes and be responsible for the implementation of agreed audit recommendations.

 

  1. To be aware of and adhere to the Council’s safeguarding Children and Adults at Risk of Abuse and Neglect Policy.

 

Occasional Tasks/Duties/Responsibilities
1. Requirement to take a role in relation to civil contingencies as needed

 

 

This job description is not exhaustive and provides an indication of the scope and length of the main duties and responsibilities to be undertaken by the post holder and may be subject to amendment or alteration.  The job description may be changed from time to time to meet changing circumstances and does not form part of your Contract of Employment. 

 

 

 

 

 

FACTOR CRITERIA ESSENTIAL DESIRABLE HOW ASSESSED
QUALIFI-CATION Relevant Degree or Professional / Management Qualification which offers a minimum of CIPD Level 5 . a   A/D
Chartered Member of CIPD   a  
Associate Member of CIPD a   A/D
EXPERIENCE Of providing effective and practical  HR advice and support to both employees and managers on employer relation topics i.e. attendance management, capability, terms and conditions of employment, disciplinary and grievance a   A/I
Of developing and implementing effective and practical HR policies, procedures, guidance, processes and / or toolkits for managers and employees a   A/I
Of successfully working with and influencing Trade Unions a   A/I
Of proactively identifying areas for improvement and taking action to make changes a   A/I
Of analysing data in order to make evidence based decisions a   A/I
Undertaking job evaluation processes   a A/I
KNOWLEDGE Of local Government terms and conditions of employment i.e. NJC & JNC   a A/I
Of employment law, best practice, and practical application within the field of HR a   A/I
Of DBS procedures   a A/I
Of Pension Regulations and Local Government Pension Scheme   a A/I