HR Business Partner (12 month FTC)

About The Role

HR at Claranet provide a first–class service to the business, ensuring timely resolution to issues raised and proactively look at ways to continuously improve the service offered. Working within the HR function is always challenging but also very rewarding as the function has the ability to support and drive performance (remotely and directly) across the business units and functions through exemplary organisational practices.

The HR function is a professional environment and a team of thirteen which consist of HR, Facilities and Reception staff, split across London and Gloucester and provides a full HR generalist, talent acquisition, facilities and specialist service to the Claranet UK Ltd.

We are passionate and driven team with a vision to provide a high–level of service to the organisation.

Essential duties and responsibilities

The purpose of the Human Resources Business Partner role is to partner with business leaders, offering expert advice and support, facilitating change and other HR disciplines. To be responsible for the provision of training and development and the design and delivery of training solutions to meet the operational needs of the business areas. To ensure that employee relations issues are dealt with in an appropriate manner, using relevant disciplinary and grievance procedures, mediation, performance and absence management. Supporting hiring managers in attracting and recruiting the right calibre of staff into the business areas.

Human Resources:

Proactively consult with managers in all generalist aspects of HR to ensure consistency and fairness whilst driving enhanced workforce performance. Measure employee satisfaction levels through the analysis of key HR metrics including Employee Net Promoter, staff turnover, absence levels and exit data. Providing recommendations for improved retention, increased performance and maximised motivation of employees. Progressing action plans with managers to drive improvement initiatives.

• Liaise with appropriate external suppliers and legal advisors to ensure the provision of accurate legal advice. Ensuring that self–development is maintained in employment law,providing training updates to the HR team and business leads as appropriate
• Ensure appropriate policies and procedures are reviewed, updated and implemented in consultation with the Human Resources Director on an on going basis
• In conjunction with the HR team, develop and deliver management training(Management Development Programme) effectively for managers across the business

Employee Relations:

• Challenge and support managers across the business to align functions to desired behaviours and attitudes to current and new ways of working
• Support managers in ensuring active management of poor performers
• Actively support all talent programmes
• Develop future capability, skills and career mapping
• Support managers in setting objectives, appraisals, personal development plans
• Build critical capabilities to enable business areas to deliver growth plans
• Coach and support managers with performance, competency, skill levels,capability and attitude and behavioural issues within their teams
• Project manage relevant grievance and disciplinary issues, including(where applicable) tribunal proceedings and exiting of employees in conjunction with the Human Resources Director
• Work with line managers to resolve disputes that arise through appropriate mediation and dispute/conflict resolution methods
• Support managers and advise on appropriate strategies for managing employee issues in conjunction with organisational change, business growth and restructuring exercises

Training and Development:

• Ensure a clear understanding of the skills, knowledge and abilities required to support vision and long–term goals
• Identify training needs within the scope of people development and a plan to resolve any performance gaps
• In conjunction with the key information holders, source, design and deliver fit for purpose training programmes and customise course materials to meet current and future needs of the business areas
• Promote a coaching and learning culture to aid people development and to enhance self–learning

Acquisition and Integration management:

• Develop and execute detailed HR integration project plans to ensure successful completion of all HR milestones
• Manage all the acquired employee data through all phases of integration
• Expertly navigate and collaborate with the HR/benefits/payroll to ensure alignment with current HR policies
• Partner with other stakeholders such as legal, IT and finance to ensure a smooth transition
• Maintain integration checklist and side–by–side comparisons to flag potential areas of concern

Recruitment:

• Conduct interviews, review job description and prepare relevant assessments with managers
• Have a good understanding and view of the external recruitment market(competitors, market etc)

Position specifications

Essential:

• Full CIPD qualified/equivalent HR degree qualified
• Minimum 5 years relevant operational HR experience
• Must be comfortable working with a high degree of change and ambiguity
• Experience working in a matrix/business unit structure
• Able to combine strategic thinking with HR operational knowledge

In addition, the following are highly desirable:

Acquisition integration management experience

Experience within a Technology business

Experience of supporting a high–performing sales community