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- Tasks: Drive strategic HR services and improve people management across the council.
- Company: Join a dynamic council focused on social care and community impact.
- Benefits: Competitive daily rate, hybrid work, and opportunities for professional growth.
- Why this job: Make a real difference in people's lives while developing your HR expertise.
- Qualifications: Experience as an HR Business Partner and a passion for people management.
- Other info: Collaborative environment with a focus on continuous improvement and innovation.
The predicted salary is between 72000 - 108000 £ per year.
Job Description
- Full time, Hybrid
- £300 a day
\\nRole Profile\\n
Role: HR Business Partner
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Area: People and Talent, Resources
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Reports to: Head of People Operations
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Grade: PO10
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Responsible for: HR Consultants
\\nJob Purpose\\n
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- The key purpose of the role is ensuring the successful delivery of strategic HR services across a service area(s) enabling the council to deliver their business objectives. You will at times be required to provide cover for the Head of People Operations and other strategic leads.
- You will play a key role in delivering service improvement through the transition and continuous improvement programmes and involving staff in the process ensuring that you are constantly challenging and devising new and improved ways to deliver value for money.
- You will work closely with service departments and the specialist People and Talent Teams to ensure efficient and effective delivery of the People and Talent service to agreed SLA’s and PI’s together with the associated service performance reporting.
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\\nKey accountabilities\\n
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- Identifies solution to challenging HR and OD situations affecting departments, council and employee relations issues. Develops, presents, implements, monitors and reviews HR and OD solutions to overcome the challenging situation.
- Contributes to the work of the project groups and plays a key role in policy and/or project management development and presentation. Undertakes important People and Talent policy and other development project work from inception through to completion and implementation. Monitors and reviews outcomes. Presents options and recommendations for improved ways of working.
- Takes a proactive role and approach identifying opportunities to enhance the development, delivery and presentation of People and Talent services
- To interpret and implement the HR implications of local and national government initiatives.
- Takes the lead on delivering, implementing, monitoring and reviewing strategic HR activities as well as dealing with highly complex and diverse policy project development work.
- Leads multi-disciplinary project groups to achieve the project outcomes by required deadlines using established project management methodology and techniques.
- Develops, implements, monitors and reviews new and innovative ways of working negotiating with internal and external providers of service and working effectively with partners
- Produces and presents written reports on important HR issues affecting the organisation with clear options and recommendations for action on policy development work including to departments and management teams (including governing bodies), corporate board, council meetings, Trade union and employee forum meetings. Responsible for implementing recommendations and monitoring and reviewing outcomes to ensure they achieve the agreed requirements.
- Work collaboratively with Departmental management teams in proactively ensuring that the People Strategy and people management aspects of the Departmental business plan are progressed, actioned and monitored and reviewed.
- Takes the lead in coaching managers in their people management responsibilities including a robust approach in business planning, the modelling of management competencies and coaching managers to provide them with the skills to undertake their full range of people management responsibilities.
- To contribute to the overall strategic management and development of the People and Talent function providing specialism in a service area and function.
- To provide a professional HR function to service managers which meets identified needs and supports continuous improvement in people management, including advice and support regarding conditions of service and employment legislation, disciplinary matters, grievance, recruitment and selection, service change and reviews, job grading, etc.
- To ensure that all advice and interventions are consistent with current HR policies and procedures. To lead on areas of corporate HR policy and procedural development and implement policies and procedures whilst fostering a culture of co-operation and joint working.
- To develop and deliver training for members of the function and service managers in key policy and procedures and update on legislative changes.
- To work with trade unions and professional associations to ensure the continued development and maintenance of good employee relations, participating in formal and informal consultation and negotiation exercises
- To provide a HR function which supports the Council’s wider statutory responsibilities and meets the Council’s requirements in ensuring financial probity and value for money.
- To develop and respond to contacts with service users, elected members, local and regional organisations, members of the public and to attend meetings as required.
- To identify / participate in learning and development activities in order to retain and enhance personal and service performance.
- To keep up to date with employment law, good practice and organisational development in order to ensure the function is fit for purpose.
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\\nGeneral Responsibilities\\n
To participate in the council’s contribution to ensuring an effective response to civil and other emergencies using skills/expertise relevant to the functions of the post, and in accordance with council emergency procedures.
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To manage the administration of information, application systems, technology and staff so that the business unit complies with the council’s Information Management related policies. To ensure adequate guidance is available to business unit staff throughout the production and maintenance of documented procedures and processes supported by relevant training. During audits to be able to demonstrate compliance with policies by the production of satisfactory supporting evidence.
\\nKnowledge and Skills\\n
Person Specification
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- Graduate member of Chartered Institute of Personnel and Development
- Substantial experience operating as a HR Business Partner with lead responsibility for a department in a large organisation working to a strategic Director and their management team
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If you think this job role is for you, please send your CV to rebeccabentum@carringtonblakerecruitment.com
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HAF-005419 - HR Business Partner (Social Care) employer: Carrington Blake Recruitment
Contact Detail:
Carrington Blake Recruitment Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HAF-005419 - HR Business Partner (Social Care)
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field, especially those who work in social care. A friendly chat can lead to insider info about job openings or even a referral.
✨Tip Number 2
Prepare for interviews by researching the council's recent initiatives and challenges in social care. This will help you tailor your responses and show that you're genuinely interested in making a difference.
✨Tip Number 3
Practice your pitch! Be ready to explain how your experience aligns with the role of HR Business Partner. Highlight your strategic thinking and problem-solving skills, as these are key in this position.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who take the initiative to engage with us directly.
We think you need these skills to ace HAF-005419 - HR Business Partner (Social Care)
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the HR Business Partner role. Highlight your experience in strategic HR services and any relevant projects you've led. We want to see how you can bring value to our team!
Showcase Your Achievements: Don’t just list your responsibilities; showcase your achievements! Use specific examples of how you've improved processes or solved complex HR issues. This will help us see your impact in previous roles.
Be Clear and Concise: When writing your application, be clear and concise. Use straightforward language and avoid jargon. We appreciate a well-structured application that gets straight to the point!
Apply Through Our Website: We encourage you to apply through our website for a smoother process. It helps us keep track of applications and ensures you don’t miss out on any important updates from us!
How to prepare for a job interview at Carrington Blake Recruitment
✨Know Your HR Stuff
Make sure you brush up on the latest HR policies and employment laws. Being able to discuss how these impact the role of an HR Business Partner will show that you're not just familiar with the basics, but also understand the strategic implications.
✨Showcase Your Project Management Skills
Since this role involves leading multi-disciplinary project groups, be prepared to share specific examples of projects you've managed. Highlight your approach to problem-solving and how you ensured successful outcomes within deadlines.
✨Demonstrate Collaborative Spirit
This position requires working closely with various departments. Think of instances where you've successfully collaborated with different teams or stakeholders. Be ready to discuss how you fostered cooperation and achieved common goals.
✨Prepare for Scenario Questions
Expect questions that ask how you'd handle complex HR situations or employee relations issues. Prepare by thinking through potential scenarios and your approach to resolving them, focusing on innovative solutions and continuous improvement.
