Morgan Hunt are delighted to be working exclusively with London’s largest College group - Capital City College Group (CCCG), for the recruitment of a number of key HR roles.
Based across Central & North London, these positions will play an integral part in the future of the College Group and give the successful individuals a platform to further their HR career, as well as adding great value to the staff and students alike.
Please see the job description below. Once you click 'apply’, you will be redirected to the CCCG microsite with further info about the College Group, including detailed Person Specifications for each role.
Supported by an ER Advisor, the HR Business Partner will successfully deliver an outstanding service to Employees and Management Teams within their designated business areas.
The HR Business Partner will effectively coach, influence and use their analytical skills to provide clear advice and guidance on all HR related matters and activities, gaining trust and confidence, in order to effectively influence and support Managers to develop their individual skills and capabilities, enabling them to meet their operational strategic aims and objectives.
The HR Business Partner will ensure that their approach to the service delivery is consistent, whilst recognizing the uniqueness of the individual Colleges and Service areas within the Group. They will be proactive, willing to drive improvements and challenge behaviours, providing a professional consultancy service, i.e. acting as employee champions and change agents, anticipating development needs and working in partnership with Managers and colleagues within the wider HR Team to provide evidenced based solutions and a collaborative approach.
1. Act as a single point of contact for the Employees and Managers within their designated business areas.
2. Contributed towards the development and implementation of the HR Annual Business Plan, which will feed into individuals' professional development, performance appraisals, individual one to ones, team meetings and in alignment with the Group's operational and strategic objectives, vision, mission, and values.
3. Provide an analytic and evidenced based approach to service delivery, committing to a culture of continuous improvement, professional development and partnership working.
4. Provide professional expertise, advice and guidance across a range of HR related issues and activities, providing high impact, innovative, collaborative and evidenced based solutions.
5. To identify development opportunities to provide advice and guidance, influence and support Managers to improve their skills and management capabilities, to enable them to meet their operational and strategic aims.
6. To be mindful as a team, to share best practice and trends in people management, working practices and styles, and the use of technology, to influence stakeholders and ensure that the Group complies with its statutory requirements, challenging behaviours and decisions where required.
7. To provide support with Employment Relations issues, where required, including identifying and managing reputational risks, ensuring any precedents, current legislation, best practice and case law are considered.
8. Build effective relationships with Senior Managers and Executives within the designated business areas, using networking opportunities to increase trust and confidence and raise the profile of the service, and increase staff engagement.
9. Understand and anticipate the desire for change, using an analytical and evidence based approach, interpreting data to support any recommendations, within a framework which supports decision making and action planning, and which includes references to dependencies, risks and options for mitigation.
10. Work closely with other colleagues within the HR Department, to share knowledge, best practice and to lead, participate in or work collaboratively on HR projects and activities, as required.
11. Participate in Management Team Meetings within the designated business areas to improve knowledge and understanding, support requirements, service delivery and partnership working, as required.
12. Coach, train and mentor Managers and their teams in the correct interpretation and application of HR policies, procedures and statutory requirements, supporting them to deliver their operational and strategic objectives, which may include:-
• Change management, including providing guidance on the restructuring process, sense checking the business case, assessing and highlighting risks and challenging decisions where necessary, managing any subsequent redundancies, voluntary severance opportunities and redeployments.
• Supporting Managers with job design, identifying networking and development opportunities, talent management and succession planning.
• Vacancy management, including recruitment, selection, on-boarding and support with induction and probationary processes.
• Supporting Managers to set SMART objectives and providing advice and guidance on managing effective appraisals, one to ones and team meetings.
• Supporting Managers to effectively manage performance, advising on potential disciplinary or grievance matters, as required.
• Provide support with internal communications, training and development workshops and any other projects, as required.
• Promoting ethical behaviour, diversity, and health and safety.
• Proving support with resignations, retirement processes and reference requests, as required.
• Delivering and interpreting management information to the Senior Management Teams within the designated business areas, and ensuring that their establishments are accurately maintained.