HR Business Partner
- Recruiter
- Confidential
- Location
-
Oxford
South East EnglandUnited Kingdom
- Salary
- Competitive
- Posted
- 18 Feb 2021
- Closes
- 18 Mar 2021
- Job Title
- Business Partner
- Category
- Human Resources
- Contract Type
- Contract
- Hours
- Full Time
Are you a Human resources business partner with strong experience in organisational change or work force planning?
Would you like to work in an organisation that's focus is to produce carbon neutral energy in abundance, considering the concerns for environmental issues currently in the media coupled by the growing demands for energy we are researching a very likely solution to produce abundant clean energy Fusion.
We have been researching fusion on our site since the 1990s with our fusion reactor being the first fusion reactor to reach a sustained reaction this is called: Joint European Torus (Jet) this programme is reaching the end of it's life cycle.
We are now planning the decommissioning of JET and we require a Hr Business partner to assist with this important stage.
Purpose of this HR Business partner is:
To work closely with Senior Managers, the business and the trade union to achieve shared organisational objectives. Provide change management and business transformation expertise, aligned to the people strategy. Develop collaborative working partnerships with colleagues across the business units and/or major programmes. Use HR data analytic and management information to inform decision–making and guide the business. Support and guide Department Managers and Programme Managers with workforce planning activities, to develop the future skills, knowledge and capability requirements. Ensure the organisation is embedding a Being Inclusive culture, and aligning it's working practices to the Being Inclusive strategy.
Accountability's:
Organisational Change (Restructuring / Redeployment)
* Being a change agent, providing specialist HR knowledge and advice to support the business unit and/or programme with shaping and delivering the people strategy, for business transformation.
* Input into shaping organisational (and/or major programme) strategy by ensuring that the People agenda is considered, with specialist guidance and advice to the business.
* Working closely with the business units to gain a deep understanding of organisational strategy and direction of travel, with a view to identify areas where HR can provide strategic support and expertise – linked to workforce planning.
* A project–focused approach to HR delivery, with integrated working alongside Department Managers, Programme Managers and Project Teams, embedded within the business unit and/or major programme.
Resource, Capability & Succession Planning
* Contribute with long–term resource planning and forecasting, with the business unit and/or major programme, by utilising knowledge of internal strategies (including the development of the recruitment strategy).
* Work in partnership with Department Managers, Programme Teams and Learning & Development to undertake long–term skills and capability planning, supported by a deep understanding of capability needs
* Co–support the Organisational Development Specialist with the UKAEA Talent Management & Succession Planning initiatives, with alignment to business unit skills and capability planning data
Relationship & Stakeholder Management
* Being the lead contact as strategic HR support, working in partnership with Directors and Department Managers, for the business unit and/or major programme.
* Building trusted and professional working relationships with internal stakeholders and establishing credibility at all levels, through open dialogue and effective communications.
* Working collaboratively across the People Strategy team with other HR Business Partners and HR Advisers, to ensure the ongoing integration and alignment of work.
Employment Relations
* Independent management of complex employment relations cases, ensuring that employee interests are supported, and that the business reputation is maintained.
* Proactive and swift issue resolution, with follow–up 1:1 coaching of managers to develop the capability and skills, to positively influence employee motivation, engagement and retention.
* Supporting with the ongoing development, coaching and building of expertise of the HR Advisor, to assist with the effective resolution of routine employment relations queries via the HR help desk and line managers.
Being Inclusive
* Embed the organisation's culture of Being Inclusive, with an integrated focus on Equality, Diversity and Inclusion, through the demonstration of role model behaviours with colleagues, managers and the business.
* Ensure that Being Inclusive Impact Assessments are undertaken when introducing new policy or when updating existing processes and procedures, with alignment to relevant legislation.
HR Service Delivery
* Delivering a professional, trusted and responsive HR service, aligned to the People Strategy, UKAEA organisational strategy and business objectives.
* Ensuring that key HR policies, employee information, manager guidance and associated process documentation are kept up to date, with regular revisions in response to changes in employment legislation or Government policy.
Data Analytic & Reporting
* Identify trends and issues using HR data and management information, to put forward proposals to the business unit and/or major programme, with a view to improve people–management practices and performance.
Utilise data analytic and workforce planning information to make decisions linked to future recruitment, skills and talent planning, as well as taking an evidenced–based approach to decision–making with the business.
Qualifications required:
CIPD Level 5 qualification or equivalent/related degree (i.e. Human Resource Management)Experience required:
Essential Criteria:
* Experience of managing change and significant organisational restructures
* Internal communications and process management linked to organisational change
* Extensive experience of operating in an HR Business Partner role
* Strong Employee Relations experience and capability, to include TUPE, Redeployment and Change Programmes
* CIPD Level 5 qualification or equivalent/related degree (i.e. Human Resource Management)
* Up–to–date Employment Law knowledge
* Excellent IT skills and literacy, including a working knowledge of HR IT systems, and people databases
* Excellent communication (written and verbal) and interpersonal skills
Desirable:
* Advanced Excel and data analytic expertise – ability to manipulate large data sets.
* Experience and/or qualification in mediation and organisational coaching
Rullion celebrates and supports diversity and is committed to ensuring equal opportunities for both employees and applicants
Would you like to work in an organisation that's focus is to produce carbon neutral energy in abundance, considering the concerns for environmental issues currently in the media coupled by the growing demands for energy we are researching a very likely solution to produce abundant clean energy Fusion.
We have been researching fusion on our site since the 1990s with our fusion reactor being the first fusion reactor to reach a sustained reaction this is called: Joint European Torus (Jet) this programme is reaching the end of it's life cycle.
We are now planning the decommissioning of JET and we require a Hr Business partner to assist with this important stage.
Purpose of this HR Business partner is:
To work closely with Senior Managers, the business and the trade union to achieve shared organisational objectives. Provide change management and business transformation expertise, aligned to the people strategy. Develop collaborative working partnerships with colleagues across the business units and/or major programmes. Use HR data analytic and management information to inform decision–making and guide the business. Support and guide Department Managers and Programme Managers with workforce planning activities, to develop the future skills, knowledge and capability requirements. Ensure the organisation is embedding a Being Inclusive culture, and aligning it's working practices to the Being Inclusive strategy.
Accountability's:
Organisational Change (Restructuring / Redeployment)
* Being a change agent, providing specialist HR knowledge and advice to support the business unit and/or programme with shaping and delivering the people strategy, for business transformation.
* Input into shaping organisational (and/or major programme) strategy by ensuring that the People agenda is considered, with specialist guidance and advice to the business.
* Working closely with the business units to gain a deep understanding of organisational strategy and direction of travel, with a view to identify areas where HR can provide strategic support and expertise – linked to workforce planning.
* A project–focused approach to HR delivery, with integrated working alongside Department Managers, Programme Managers and Project Teams, embedded within the business unit and/or major programme.
Resource, Capability & Succession Planning
* Contribute with long–term resource planning and forecasting, with the business unit and/or major programme, by utilising knowledge of internal strategies (including the development of the recruitment strategy).
* Work in partnership with Department Managers, Programme Teams and Learning & Development to undertake long–term skills and capability planning, supported by a deep understanding of capability needs
* Co–support the Organisational Development Specialist with the UKAEA Talent Management & Succession Planning initiatives, with alignment to business unit skills and capability planning data
Relationship & Stakeholder Management
* Being the lead contact as strategic HR support, working in partnership with Directors and Department Managers, for the business unit and/or major programme.
* Building trusted and professional working relationships with internal stakeholders and establishing credibility at all levels, through open dialogue and effective communications.
* Working collaboratively across the People Strategy team with other HR Business Partners and HR Advisers, to ensure the ongoing integration and alignment of work.
Employment Relations
* Independent management of complex employment relations cases, ensuring that employee interests are supported, and that the business reputation is maintained.
* Proactive and swift issue resolution, with follow–up 1:1 coaching of managers to develop the capability and skills, to positively influence employee motivation, engagement and retention.
* Supporting with the ongoing development, coaching and building of expertise of the HR Advisor, to assist with the effective resolution of routine employment relations queries via the HR help desk and line managers.
Being Inclusive
* Embed the organisation's culture of Being Inclusive, with an integrated focus on Equality, Diversity and Inclusion, through the demonstration of role model behaviours with colleagues, managers and the business.
* Ensure that Being Inclusive Impact Assessments are undertaken when introducing new policy or when updating existing processes and procedures, with alignment to relevant legislation.
HR Service Delivery
* Delivering a professional, trusted and responsive HR service, aligned to the People Strategy, UKAEA organisational strategy and business objectives.
* Ensuring that key HR policies, employee information, manager guidance and associated process documentation are kept up to date, with regular revisions in response to changes in employment legislation or Government policy.
Data Analytic & Reporting
* Identify trends and issues using HR data and management information, to put forward proposals to the business unit and/or major programme, with a view to improve people–management practices and performance.
Utilise data analytic and workforce planning information to make decisions linked to future recruitment, skills and talent planning, as well as taking an evidenced–based approach to decision–making with the business.
Qualifications required:
CIPD Level 5 qualification or equivalent/related degree (i.e. Human Resource Management)Experience required:
Essential Criteria:
* Experience of managing change and significant organisational restructures
* Internal communications and process management linked to organisational change
* Extensive experience of operating in an HR Business Partner role
* Strong Employee Relations experience and capability, to include TUPE, Redeployment and Change Programmes
* CIPD Level 5 qualification or equivalent/related degree (i.e. Human Resource Management)
* Up–to–date Employment Law knowledge
* Excellent IT skills and literacy, including a working knowledge of HR IT systems, and people databases
* Excellent communication (written and verbal) and interpersonal skills
Desirable:
* Advanced Excel and data analytic expertise – ability to manipulate large data sets.
* Experience and/or qualification in mediation and organisational coaching
Rullion celebrates and supports diversity and is committed to ensuring equal opportunities for both employees and applicants