Senior HR Advisor

HR Analyst 150 per day - inside IR35 Royston 12 months As HR Business Partner you will be specifically responsible for supporting circa 350 people at our site in Royston; you will also be responsible to the HR Manager for providing HR leadership to the local management team; specifically implementing the Sector People Excellence programme. The incumbent will also provide day to day HR guidance and leverage support from the Recruitment, L&D and Admin specialists where appropriate. Knowledge of client, our clients, values and business strategy are all key, as these will be taken into consideration when establishing any relevant support and advice. The role of the HR Business Partner is to fundamentally assist in the Company's achievement of its business strategies, goals & objectives, by coaching and developing our people. This is seen as a key role in improving the businesses' safety and overall business performance. duties include - Contribute to the headcount forecast, supporting the HR Manager in the development of the people plans. Collaborate with the various HR functions to ensure the implementation of an effective and aligned HR Service delivery, being the main contact with the HR Services and Recruitment team on issues or concerns in their business area. Grade roles using Hay methodology as and when required. Support the delivery of the annual HR processes, including Performance Management, Reward and Talent Management. Contribute to the design and delivery of key HR projects and interventions aligned to performance improvement or business change outcomes. Undertake ad hoc project work and provide project support to the broader HR Team. Leadership and People Development Work with managers to help them understand the JM leadership framework and how it impacts all people processes. Ensure that this is consistent with other BP's in the team. Coach Managers on how to implement the framework in their team. Build the capability of managers and supervisors through coaching and appropriate interventions to assist them to maximise potential and consistently raise the bar on performance of themselves and their employees. Coach Managers on the development of Personal Development Plans. Talent Management Responsible for understanding the resource plans and its implications at a departmental level. Support and facilitate Talent reviews with line managers as agreed with the HR Manager and L&D Manager. Work with departmental managers to understand resource requirements, and to develop plans to meet those requirements, working up to 12 months ahead. Use business understanding to advise on appropriate departmental design and structures. Where appropriate, develop and implement plans to change organisation structures. Responsible for ensuring robust succession plans are in place at departmental level. Coach people managers in the creation of effective and realistic development plans to ensure effective talent pools are in place. Promote fairness and diversity as part of the culture of the organisation. Deliver coaching and training to managers when required to meet these needs. Advise on reward and remuneration issues, including secondments, promotions, etc. and ensure that due process is followed. Engagement Provides advice and counsel to managers and employees on all performance related issues, performance improvement, and terminations. Coach leaders to enhance the understanding of business requirements/objectives. Ensure alignment between organisational, team and individual objectives. Provides coaching and deliver training on performance development and improvement planning. Provide advice and support to line managers through the effective case management of difficult and/or sensitive day to day people management issues. Coach line managers and the HR Services team to be able to deal with lower level disciplinary and capability issues. Ensure good governance and legal compliance through monitoring reporting on potential reputational and people risks Build and maintain effective relationships with local union representatives if required Coach line managers to ensure the effective rollout of the site communication programme. Change Management Understand the needs of departments in terms of achieving maximum organisational performance and efficiencies. Coach Managers and supervisors on key organisational changes and processes that must be adhered to. Alongside the Lead HR Business Partner, build organisational capacity in terms of change management and change resilience through the implementation of appropriate intervention plans with Department Managers. Undertake HR projects that support these changes Skills required- Member of the CIPD or equivalent. Degree qualified or equivalent Proven track record of providing high quality advice to managers on employment legislation and HR policies and procedures. Guidant Global is acting as an Employment Business in relation to this vacancy.

Similar searches: Permanent, Full Time, Royston, Recruitment & HR Services