People Business Partner – Rochford District Council in Essex

Temporary, Full Time £24 per hour PAYE

Location: Rochford

Closing Date: 3rd June 2026

The role is to be a trusted adviser providing a proactive and responsive service to internal customers to support the achievement of corporate priorities ensuring adherence to employment legislation, policy, risk management and good practice.

Key Accountabilities

• Partnership working and stakeholder engagement: To deputise for the Service Manager – People & OD during absence including, but not limited to:
• Representing the Councils in regional/national HR forums;
• Dealing with queries from Elected Members;
• Attending Leadership Team meetings to represent the HR team;
• To work in partnership with the HR team at the partnership Council to provide resilience to services and support the implementation of the people strategy for both Councils;
• To build a strong working relationship with managers across the service areas, Trade Union officials, Professional Associations to help facilitate the early resolution of employee relation issues;
• To be the lead for areas of work as identified by the Service Manager – People & OD to develop centres of expertise and/or lead partner ways of working.

Operational HR:

• To provide expert HR advice to the Leadership Team and other managers and staff on the full range of HR and Learning and Development issues including complex casework.
• To support the Service Manager – People & OD in the day to day running of the HR teams.
• To provide advice, guidance, coaching and support to managers and staff across the service areas on all HR related issues, including relevant legislation, HR standards and procedures, in line with Council policy.
• To carry own caseload of routine and complex cases including disciplinary, grievance, attendance and ill health, capability and appeals, TUPE transfers, organisational change, supporting senior managers in their roles.
• Keep up to date with current HR trends / practices / employment / health and safety legislation and its implications.
• Maintaining a clear understanding and providing up to date knowledge of the legal framework within which HR operates, developing HR policies in line with current legislation and keeping abreast of modern HR procedures and best practice.
• Design and deliver associated key training / briefings for managers and staff.
• To provide advice to managers regarding good practice people management to assist them in fulfilling the people element of their role.
• Line management of the HR Officer; directing and supporting the HR Officer in their duties to support the delivery of the HR Service Plan, including overseeing all payroll processes to ensure staff are paid on time and correctly.

Strategic HR:

• To assist the Service Manager – People & OD in strategic corporate HR project work, translating business requirements into effective people solutions aligned to business objectives.
• To lead on HR projects as delegated by the Service Manager - People & OD.

Pay and Reward:

• To maintain the job evaluation process including the evaluation of posts and maintenance of up-to-date job descriptions and personal specification records, as well as job evaluation results and supporting at appeals.
• To assist in the development of and implement a reward and benefits package which enables recruitment, retention and staff engagement.

Systems support and process improvement:

• To work proactively to determine process improvement, streamlining HR functions to aid efficiency and effective customer support using iTrent and other standalone processes and tools.
• Support the development of HR records ensuring GDPR compliance and adherence to document retention policy.

Learning and Development:

• To design and deliver a suite of in-house HR training to managers and staff identifying where training for Councils is appropriate for both staff development and organisational efficiencies.
• To manage the Council’s E-learning provision working with HR colleagues to assess priority areas.
• To work autonomously to develop courses that meet the organisations workforce priorities and to ensure roll out of a suite of mandatory and optional course supporting the achievement of the Corporate Learning and Development plan.

Employee engagement and wellbeing:

• In conjunction with the Service Manager – People & OD, to develop and deliver effective processes to support employee engagement including staff surveys and engagement tools, reporting findings to the corporate leadership team and acting on feedback to adjust, amend or implement new council policy.
• To be the lead, or support, on wellbeing initiatives to support good mental and physical health.

Equality, Diversity and Inclusion:

• Assisting in the development of supporting policy and strategy, enabling the Councils to be inclusive employers where diversity is valued and staff feel welcomed, respected and can be themselves.
• Supporting compliance with statutory reporting requirements and that People Strategy and policy is equality impact assessed.

Organisation Development:

• Supporting the Service Manager – People & OD to develop and implement the Organisational Development strategy which supports corporate priorities and partnership arrangements.
• Supporting the process of change, ensuring that all processes are planned and delivered in accordance with Council procedures.

Corporate responsibilities:

• To observe all of the requirements of Safeguarding and to report any potential Safeguarding concerns in accordance with the Council’s Safeguarding Policy.
• To comply with all appropriate legislation and Council policies including the Officers Code of Conduct, Health and Safety at Work, etc. Act 1974 and the Council’s Health and Safety Policy and procedures.
• To support the Council’s Equalities, Diversity & Inclusion Policies.
• All staff may on occasions be required to support the Councils to deal with emergency situations affecting the community we serve.
• In the event of such an emergency or, of a rehearsal for such an event, the Postholder may be required to attend at times and at locations outside of the norm for the post and to adopt the duties directed by the Officer in Charge for the duration of the emergency situation.
• To contribute to project work arising from the Business Plan and to undertake any other reasonable duties as may be required from time to time by the Line Manager/ Leadership Team.

The Experience You Will Bring:

• Significant experience of working within a Human Resources environment, ideally within the public sector.
• Experience of successfully managing employee relations in a unionised environment.
• Experience of applying policies and procedures consistently within a range of situations.
• Management of HR related case work taking a risk-based approach and being proactive in assisting managers to address any staffing issues.
• Experience of successfully leading change programmes, working collaboratively with representative groups and other stakeholders on complex HR issues, including TUPE.
• Experience of working in a fast paced office environment with constantly changing priorities.
• Working knowledge of Microsoft software applications including SharePoint and OneDrive.
• Up to date knowledge of employment legislation and Codes of Practice and their implications in a Public Sector environment.
• Experience of providing professional and confidential service to both internal and external customers.
• Credible HR practitioner with knowledge on the best of current thinking on HR matters.
• Well developed knowledge of planning and project management together with the deployment of e-HR systems.
• Experience of designing and delivering training.
• Excellent knowledge of fundamental HR processes and systems.
• Excellent written and verbal communication skills using different styles depending on the audience and purpose of the communication.
• Ability to influence and negotiate on a wide range of matters.
• Excellent time management skills within a pressurised environment.
• Ability to maintain relationships with a range of stakeholders.
• Ability to work on your own initiative as well as within a team.
• Excellent attention to detail.
• Aware of the Equality Act and its impact on the Public Sector and experience of enabling a culture of equality, diversity and inclusion.
• Level 5 CIPD or equivalent level of experience.
• Trained to be able to conduct job evaluations (NJC & LGA scheme preferable).
• Evidence of CPD.
• A flexible working approach to attend both organisations in person, as and when required.
• Able to attend evening and weekend meetings and events with occasional regional travel.