Business Partner – Job Evaluation & Organisational Design – AR

Job Purpose

To act as the organisation’s specialist expert in job evaluation and organisational design, ensuring all roles are evaluated fairly, consistently, and in line with the Hay Guide Chart and National Joint Council (NJC) job evaluation schemes. The role ensures pay and grading decisions are equality-proofed, legally defensible, and support a fair and transparent reward framework across the organisation, including schools, academies, arms‑length bodies, and external clients. The post holder will also provide expert organisational design advice to support service redesign, restructures, and the delivery of strategic workforce objectives.

Key Responsibilities

• Job Evaluation & Pay Structuring
  • Act as the subject matter expert for job evaluation across NJC and Hay schemes.
  • Evaluate roles across the organisation, including schools, academies, and external clients.
  • Provide professional advice to managers on job design, grading, and role evaluation at all stages of the process.
  • Ensure consistent and equitable application of job evaluation frameworks to maintain internal pay equity.
  • Produce clear, evidence‑based job evaluation outcomes and grading recommendations.
  • Ensure all pay decisions are compliant with equal pay legislation and defensible in the event of challenge.
• Organisational Design
  • Lead and support organisational and job design activity to align workforce structures with strategic and service objectives.
  • Work with senior stakeholders to design or redesign roles, teams, and structures.
  • Support service restructures and organisational change programmes.
  • Provide analysis and recommendations to ensure efficient and fit‑for‑purpose organisational structures.
• Stakeholder & Business Partnering
  • Work closely with HR colleagues, workforce and OD teams, managers, and trade union representatives.
  • Influence and advise senior leaders, including Directors, CEOs, and Headteachers.
  • Build strong relationships to support effective joint working and decision‑making.
  • Provide clear explanations of job evaluation methodology to support understanding and engagement.
• Policy, Projects & Compliance
  • Manage complex and high‑profile job evaluation and organisational design casework.
  • Lead or contribute to HR and OD projects relating to restructuring and pay frameworks.
  • Review, develop, and update policies, procedures, and guidance in response to legislative or national changes.
  • Maintain up‑to‑date knowledge of employment law, case law, and equal pay principles.
• Data, Analysis & External Activity
  • Undertake benchmarking and analysis to support robust grading and pay decisions.
  • Support salary surveys, FOI requests, and external benchmarking exercises.
  • Analyse complex and sometimes conflicting job information to produce defensible outcomes.
• Training & Development
  • Develop and deliver job evaluation training and briefings for HR colleagues, managers, and trade union representatives.
  • Promote understanding of job evaluation principles and reward frameworks across the organisation.

Key Accountabilities

• Ensure all pay and grading decisions are fair, consistent, and compliant with equal pay legislation.
• Provide high‑quality, evidence‑based recommendations that withstand scrutiny and challenge.
• Support the development and maintenance of a consistent organisational pay and grading framework.
• Deliver projects and casework within agreed timescales.
• Contribute to continuous improvement of HR, reward, and organisational design practices.
• Act as a trusted expert, enhancing the credibility and value of the HR function.

Person Specification

• Education & Knowledge
  • Professionally qualified in a numerical, analytical, or logical discipline (or equivalent experience).
  • Formal training in Hay Guide Chart and/or NJC job evaluation schemes.
  • Strong understanding of organisational design principles.
  • Knowledge of project management principles.
  • Detailed understanding of the Equality Act 2010, particularly equal pay provisions.
  • Commitment to continuous professional development.
• Experience
  • Extensive experience delivering job evaluation using Hay and/or NJC frameworks.
  • Experience in organisational design and/or service restructuring.
  • Experience working with trade unions or employee representatives in a consultative environment.
  • Proven ability to analyse complex, detailed, and sometimes conflicting information.
  • Experience advising and influencing senior leaders.
  • Experience managing multiple projects and delivering to deadlines.
  • Experience within local government, public sector, education, or similar large complex organisation.

Role Dimensions

• Specialist role with responsibility for determining job evaluation outcomes and supporting pay and grading structures.
• Works across a wide organisational footprint including councils, schools, academies, arms‑length bodies, and external clients.
• Provides expert advice to senior leaders and stakeholders at all levels.
• Plays a key role in ensuring equality‑proofed and legally defensible pay structures.