HR Business Partner

Description:

THIS IS A GENERIC DESCRIPTION WHICH CAN BE AMENDED TO REFLECT YOUR REQUIREMENTS OR A DESCRIPTION CAN BE ATTACHED AT THE END OF THIS PAGEProvide HR insight and input into the development of business strategy, including responsibility for the delivery of HR strategy, in line with operational business needs. Develop a programme of interventions to develop capability and capacity. Create and deliver HR programmes, supporting cultural and behavioural change. Provide partnering and support to business leaders and managers in all aspects of people matters, including people strategies, inclusion, talent, capacity and capability and recruitment. Analyse and gather insight from HR and business data analytics, performance, surveys and other feedback. Feed insight into the wider HR function, identifying and addressing continuous improvement opportunities. Build effective stakeholder relationships within the business, wider HR, and external stakeholders.

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Additional Details

• Senior Interim Hire : No
• Region : South East
• Requisition Type : 1. New Requirement
• Name of Nominated Worker : (No Value)
• Please provide any additional information specific to this role : Key Responsibilities:People Plans Support the development, implementation, and delivery of UKIFS annual People Plan. Research external benchmarks and best practice to improve and enhance, together with the Deputy head of People, procedures for all people related activities, such as Performance Management, Attendance, Recognition and Reward, Talent Acquisition, Onboarding, Succession Planning and Career Development. Shares insights as part of a community with other People team members.People Projects Build and deliver people-related projects that support the business plans for UKIFS. Collaborate and work closely with the broader People Department and wider business to deliver on shared and individual objectives, leading and contributing to People related projects as appropriate.Management Information Provide intelligent management information to deliver reports and people data as required to meet the needs of People projects, operational activities, and initiatives, including collating, analysing, interpreting, and presenting data.Organisational Development Support the Deputy Head of People with embedding and defining the culture and behaviours of UKIFS and Programmes, contributing research on best practice and implementing initiatives. Contribute to the change management plans, supporting and effectively communicating while engaging with key stakeholders. Assist with internal People process improvements, and People policy development and implementation, taking account of external best practice and benchmarking. Lead the employee engagement and wellbeing surveys and follow up with action planning. Assist in facilitating focus groups and think tank sessions. Take ownership of the development, continuous improvement and implementation of onboarding programmes, supporting managers on what is expected of them, to ensure that all employees are welcomed, motivated, engaged and well-integrated. Partner with business to provide feedback, manage performance, develop talent, coach employees, and promptly address employee relations matters. Employee Relations Manage informal employee relations cases, coaching managers and employees to achieve informal resolutions and prevent escalations of cases. Support with ER and Policies for adhoc employee relations cases by advising on the management of conduct issues, grievances and other ER issues within UKIFS. Gathering data-informed insights and developing proactive solutions to reduce ER informal and formal casework Talent, Learning & Development Liaise with central wider business teams to support secondments, providing advice and support as required to colleagues before, during and post-placement. Contribute to the talent development agenda and its implementation through talent management initiatives such as developing career paths, succession planning, performance review processes, and the identification of development and training needs. Support the Deputy head of people with near and long-term workforce forecasting and demand planning, focusing on building the capability of the manager rather than just managing the issue. Work in collaboration with the Divisional Skills Manager to develop early career initiatives, interventions and programmes. Work in collaboration to determine both technical and non-technical competencies for each role to support career planning, development needs and L&D interventions. Support in the development and roll out of technical competency mapping.Accountability 1: People Plans & Projects Develop, implement, and deliver the UKIFS annual People Plan. Ensure alignment with organisational goals and objectives & Monitor progress and adjust plans as necessary to achieve desired outcomes. Build and deliver people-related projects that support UKIFS business plans, Like Wellbeing and Engagement Surveys. Define project scope, objectives, and deliverables.Accountability 2: Strategi
• If any professional qualifications are required for the role, please list certificates here: : Degree in HRM or equivalent is desirable, with a minimum of CIPD Level 5 Experience of working as an HR Advisor/Junior HRBP or HRBP Significant employee relations experience (such as advising on disciplinary/grievance/ill health absence cases) Experience of working on project-based work, including experience of project management tools Experience of developing policies and procedures, demonstrating best practice Experience of working in a fast-paced, commercial organisation Translating policy and legal requirements into meaningful advice Using evidence to propose solutions to HR challenges, including collating, analysing, interpreting, and presenting data Using Excel competently to produce meaningful analytics A good understanding of employee relations and employment law The ability to build effective stakeholder relationships Excellent verbal and written communication skills Strong organisational and time management skills with the ability to prioritise tasks well HAY job evaluation trained and experienced in career architecture.
• Desired Skill 1 : HR|Business Partnering
• Desired Skill 2 : (No Value)
• Desired Skill 3 : (No Value)
• Desired Skill 4 : (No Value)
• Desired Skill 5 : (No Value)
• Are there any Health and Safety requirements or hazards associated to this role? : No
• If yes, please specify the Health and Safety Considerations : (No Value)
• Is the role in or out of scope of IR35? : In Scope
• Level of screening : BPSS (Standard Disclosure)
• Internal Job Title : People Business Partner
• Grade : L5 Band H
• AMS Job Category : HR|HR Business Partner
• Equivalent Permanent Grade : UK Industrial Fusion Solutions (UKIFS)|Grade H
• Armed Forces Covenant Signatory : Unknown
• Disability Confident Level : Unknown
• Business Unit Name Hierarchy : UK Industrial Fusion Solutions | UKAEA Staff Management
• Business Unit Code Hierarchy : UKIFS | UKIFS USM