HR Business Partner

HR Business Partner. to c£60,000

This well established but rapidly expanding financial services organisation has an excellent reputation combined with a dynamic, team oriented working environment. As a result of continued growth they are now looking for an HR Business Partner to join their City operation, working alongside the Head of HR.

Duties:

Assist in development and ownership of implementation a HR & Culture strategy across business areas ensuring that business priorities are addressed in line with the Group strategy.

Oversee the advice, guidance and support of line managers across business areas on the application of key HR policies including performance, disciplinary, sickness, grievance, appraisal, recruitment and selection and change management ensuring that legislation, policy and best practice are adhered to.

Develop and lead a recruitment strategy for business areas ensuring that best practice is followed and company values are adhered to and the recruitment process is supported accordingly.

Ensure that external best practice is implemented within the Group.

Deliver excellent problem-solving skills in understanding the implications of various issues and situations in delivering credible solutions.

Drive the use of workforce information to identify trends in performance and behaviour, including turnover, absenteeism, vacancy rates while raising line manager awareness.

Proactively identify priorities and key issues, also able to pre-empt problems and resolve issues effectively.

Understand wider operational priorities and how the HR team can support these/impact on these i.e. absenteeism, costs, performance etc.

Identify learning and development opportunities across business areas and contribute to, design and deliver training to line managers on key People policies including performance, conduct, sickness, grievance, appraisal, recruitment and change management.

Coach leaders on the skills in applying and implementing HR policies and best practice building trusted relationships with them and mentor and counsel line managers where difficulties arise.

Work alongside leaders identifying priority training needs from appraisals and supervisions ensuring these are addressed and followed through in development plans and succession plans identified.

Be responsible for the integration and implementation of all TUPE and acquisition activities within across business areas.

Drive employee engagement through change management initiatives and delivery of feedback mechanisms including results generation and analysis.

Lead and, where appropriate, support ad-hoc projects e.g. restructuring, redundancy programmes and TUPE transfers in to and out of the business