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- Tasks: Lead HR initiatives, support senior leaders, and manage an HR Advisor during a transformative period.
- Company: Join a dynamic public sector organisation in Cheshire focused on impactful HR solutions.
- Benefits: Enjoy a hybrid work model with flexibility and opportunities for professional growth.
- Why this job: Be part of a change-driven environment that values your expertise and fosters leadership development.
- Qualifications: CIPD qualified or working towards it, with experience in HR strategy and complex case management.
- Other info: Immediate start required; some travel to local sites may be necessary.
The predicted salary is between 36000 - 60000 £ per year.
Ashley Kate HR are pleased to be working with our Public sector client in Cheshire as they recruit an Interim HR Business Partner during a period of change. This contract will be for approx 4-6 months. Reporting to the Head of People, the HR BP will also manage one HR Advisor.
The role will support a number of Senior leaders, leading in areas such as:
- Performance management
- Change management
- Absence management
- Workforce/succession planning
- Leadership development
Key responsibilities include:
- Evaluating and adapting the local delivery of HR services to ensure relevance and responsiveness to the changing needs of the business.
- Providing expert knowledge and advice to managers on a wide range of HR issues, such as absence management, discipline, and change management.
- Partnering with investigation and hearing managers to ensure that internal investigations in relation to both grievance and disciplinary processes are adequate.
- Equipping managers to maximise their people resources; working with them to effectively plan and adapt/develop as necessary, in line with workforce planning and recruitment.
- Providing advice and guidance to managers on strategies, plans, policies, and terms and conditions.
- Supporting management in leadership development, advising, guiding, and coaching to identify gaps in training and supporting management teams to develop capabilities and increase their confidence in engaging, developing, and managing their staff.
- Contributing to the development of all HR strategies, plans, policies, and processes.
- Supporting HR project work across the department.
The ideal candidate will be an experienced HR Business Partner, ideally from within a public sector organisation. You will have extensive experience in strategy development, complex ER case management, and HR project work, and be CIPD qualified or working towards it. An immediate start is required. This is a full-time role, offering a hybrid approach to work (minimum 3 days a week onsite). Some travel to other local sites may be required on occasion.
Locations
Interim Human Resources Business Partner employer: Ashley Kate HR & Finance
Contact Detail:
Ashley Kate HR & Finance Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Interim Human Resources Business Partner
✨Tip Number 1
Network with professionals in the public sector HR space. Attend local HR events or webinars to connect with individuals who may have insights into the role and the organisation. This can help you gain valuable information and potentially a referral.
✨Tip Number 2
Familiarise yourself with current trends and challenges in public sector HR. Being knowledgeable about issues like workforce planning and change management will allow you to speak confidently during interviews and demonstrate your expertise.
✨Tip Number 3
Prepare specific examples from your past experience that showcase your skills in performance management and leadership development. Be ready to discuss how you've successfully navigated complex ER cases or led HR projects, as these are key aspects of the role.
✨Tip Number 4
Research the organisation's values and recent initiatives. Tailoring your conversation to align with their goals and demonstrating how you can contribute to their HR strategies will make you a more attractive candidate.
We think you need these skills to ace Interim Human Resources Business Partner
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in HR, particularly in areas like performance management and change management. Use specific examples that demonstrate your ability to support senior leaders and manage HR projects.
Craft a Compelling Cover Letter: In your cover letter, express your enthusiasm for the role and the public sector. Discuss your experience with complex employee relations cases and how you can contribute to the development of HR strategies and policies.
Highlight Your Qualifications: Clearly state your CIPD qualifications or progress towards them. Mention any specific training or certifications that relate to HR project work or leadership development, as these are key aspects of the role.
Showcase Your Adaptability: Given the nature of the interim position, emphasise your ability to adapt to changing environments. Provide examples of how you've successfully navigated change in previous roles, particularly in public sector settings.
How to prepare for a job interview at Ashley Kate HR & Finance
✨Understand the Public Sector Landscape
Familiarise yourself with the specific challenges and changes currently facing public sector organisations. This will help you demonstrate your awareness of the environment in which the HR Business Partner operates.
✨Showcase Your HR Expertise
Be prepared to discuss your experience in performance management, change management, and complex employee relations cases. Use specific examples to illustrate how you've successfully navigated these areas in previous roles.
✨Highlight Leadership Development Skills
Since the role involves supporting management in leadership development, be ready to share your strategies for coaching and developing leaders. Discuss any training programmes you've implemented or contributed to in the past.
✨Prepare for Scenario-Based Questions
Expect questions that assess your problem-solving abilities in real-life HR situations. Think about how you would handle various scenarios related to absence management, disciplinary processes, and workforce planning.
