Job Title | HR Business Partner | |
Line Manager | Head of Human Resources | |
Department | HR | |
Location | Cricklewood | |
Job summary | The HR Business Partner will play a critical role in recruitment, supporting with learning development of our leaders and implementation of the HR strategy, along with ensuring a solid succession planning framework is in place. Provide a full HR Business Partnering services across the Service Delivery and Engineering functions. You will create a people plan for your function and act as a single point of contact for the Engineering Director and Service Delivery Director and their direct reports. Hands-on business partnering, deep employment law expertise and strong influencing and communication skills for driving people strategy in these two businesses Hands on Experience of managing HR projects is critical as the role will support the Head of HR and Chief Human Resources officer with people projects to deliver high standard of HR framework (i.e., standard operating procedures to ensure consistency and efficiency) while managing day to day HR operations Though this role is based in our Cricklewood office, Applicants are expected to travel across all of Metroline’s garages (North and North West of London) and be a visible part of the team. | |
Main Responsibilities | Performance Management - Partner with Functional management to provide HR direction, build high performing teams, and infuse a culture that reflects the company value. Support the annual objective settings and performance review process. Educate and develop people managers in all aspects of people management to ensure consistent and effective practices are in place to enhance the employee experience. Recruitment & Selection – Support the Engineering and Service Delivery team with the end-to-end recruitment process to attract and retain top talent, ensuring job descriptions are up to date and reflect current needs. Policies and Procedures – responsible for revising and updating existing policies to ensure they are in alignment with current business needs and legal requirements. Introduce 1 standard operating procedure (SOP) per month to strengthen HR professionalism, consistency and operational efficiency across the organisation Employee Relations – provide expert advice to management on ER legislation to provide a positive, legally compliant work environment. Keep managers abreast of changes in legislation through briefings and ER workshops reducing reliance on External legal support. Experience of TUPE transfers would be beneficial. Analysis of ER data and business insights; proactively highlighting trends and recommending actions Learning & Development – support the Chief HR Officer on the implementation of learning initiatives that support the company’s objectives and enhance employee competencies (including utilisation of the apprenticeship levy where applicable to support employee development). Succession Planning – Collaborate with Business Unit leaders and Heads of Department at Head Office to ensure robust succession plans are in place for key roles, enhancing the organisations sustainability & resilience. Talent Management – participate in the Bi-annual talent review process for their area HR Metrics – Maintain accurate employee information on database tools (Oracle, Success Factors, Power BI), monitor and act on key HR metrics. Engagement – participate in implementing and driving actions based on employee engagement surveys. Collaborating with business leads to ensure engagements initiatives are well co-ordinated, effective and aligned with the company’s objectives and values. | |
Essential Criteria | · Proven experience as an HR business partner in the transport or logistics industry · Strong understanding of performance management systems, recruitment processes and learning and development strategies · Good analytical and problem-solving skills · Experience dealing with complex ER cases · Exposure to managing ACAS and ET claims · Experience of working with Trade Union · Effective time management skills and comfortable managing challenging and conflicting priorities · Self-starter with the ability to work within a team, use own initiative and thrive in a fast-paced environment · Knowledge of employment legislation and its application in the workplace · CIPD level 7 or equivalent HR related qualification | |
Competencies & Skills (Delete those which do not apply/add more if required) | · Strategic thinking – the HR strategy will be set by the Chief Human Resources Officer – this role requires the ability to align HR strategies with business goals, particularly within the dynamic environment of a transport industry with a varied portfolio of businesses · Analytical skills – proficiency in using data and metrics to guide decision-making and improvements · Communication and influence – Strong verbal and written communication abilities with the skill to influence and drive change across different levels in the organisation · Adaptability & Resilience – Flexibility to adjust to changing industry demands and resilience in facing industry-specific challenges | |
Hours of work | 38 hours a week (some flexibility to travel within the UK is required) | |
The Equality Act | Metroline is an equal opportunity employer, and all qualified applicants will receive consideration for employment with due regard to legal obligations for protected characteristics i.e. age, disability, marriage and civil partnership, gender reassignment, pregnancy and maternity, race, religion and belief, sex and sexual orientation. | |
Salary | Competitive |
