Senior Human Resources Business Partner in Somerset, Yeovil

Job summaryAs GPSU continues to grow and develop, we are looking for an enthusiastic and people-focused HR Business Partner to join our team.This is an exciting opportunity to play a key role in helping shape our organisation and support our managers and employees through the next stage of our journey. Working closely with managers across the business, you will help build management capability, embed consistent people and recruitment practices, and contribute to creating a positive and inclusive workplace culture.The successful candidate will be a trusted advisor to managers, providing practical HR support and guidance while helping to develop the people processes, systems and approaches that will support the organisation as it evolves.About the RoleThis is a varied role that combines operational HR support with opportunities to contribute to organisational development and workforce planning.Main duties of the jobPartner with managers to provide practical HR advice and support.Build manager confidence and capability through coaching, training and guidance on people management matters and policy application.Set up recruitment processes and procedures and train managers in interview skills, induction and probationary management skills, including ensuring onboarding is managed positivelySupport employee relations casework, including attendance, performance, disciplinary and grievance matters.Assist with workforce planning and recruitment activities.Help develop and implement people policies, procedures and best practice.Support organisational change and service development initiatives.Contribute to projects focused on employee engagement, wellbeing and organisational culture.Use workforce data and insights to identify trends and support decision-making.Get involved in all sorts of exciting HR related initiatives and projects as the organisation grows and developsAbout usThe GP Support Unit (GPSU) exists to champion, support, and amplify general practice in Somerset.Acting as an extension of the practice team, we help GPs and primary care professionals navigate challenges, embrace innovation, and thrive.Through collaboration, shared expertise, and hands-on support, we deliver high-quality services that reduce burden, unlock system value, and ultimately improve patient outcomes.Depending on experience Up to 58,000-65,000 depending on experience Full-time, Part-time Reference numberE0474-26-0011Job locationsGPSU LtdAbbey Manor Business Centre , Preston RoadYeovilSomersetBA20 2ENUnited KingdomJob descriptionJob responsibilitiesKey responsibilitiesGPSU is at an exciting stage in its development, creating a unique opportunity for an HR professional who is motivated by building and shaping services in a growing organisation. Many of the people frameworks, processes and initiatives outlined within this Job Description are still evolving and will require further development, implementation and embedding. The successful candidate will play an important role in establishing effective people practices, supporting a positive organisational culture and ensuring the organisation has the capability needed to achieve its strategic ambitions.Working closely with managers and teams across GPSU, the HR Business Partner will provide a professional, responsive and customer-focused HR service, offering practical advice and support across the full employee lifecycle. The post holder will help develop management capability, promote effective people management practices and contribute to creating a positive and inclusive employee experience.The role combines operational HR support with opportunities to lead and contribute to workforce planning, recruitment, organisational development, change management and people-focused improvement initiatives. Through collaborative working with leaders and managers, the post holder will support the development of a high-performing organisation where people are empowered to succeed.Key ResponsibilitiesBuilding the People FunctionSupport the development and implementation of a fit-for-purpose People function that meets the current and future needs of GPSU.Develop, review and embed people policies, procedures, frameworks and guidance, training to ensure a consistent and effective approach to people management.Support the creation of a positive, inclusive and values-driven culture that reflects the ambitions of GPSU.Promote continuous improvement by identifying opportunities to enhance people services and organisational capability.HR Business PartneringBuild strong and trusted relationships with managers and teams across the organisation.Act as the first point of contact for managers on a wide range of people management matters.Provide professional, pragmatic and solution-focused HR advice and guidance.Support managers to make informed people decisions that balance organisational needs with employee wellbeing.Partner with leaders to identify workforce risks, challenges and opportunities and develop appropriate people solutions.Support the implementation of organisational and workforce priorities through effective people interventions.Develop workforce statistics with KPIsLeadership and Management DevelopmentDevelop the confidence and capability of managers through coaching, advice and mentoring.Support managers in leading high-performing, engaged and resilient teams.Design and deliver management development initiatives, toolkits, guidance and training where required.Promote good management practice and ensure consistency across the organisation.Support managers in managing change, improving team effectiveness and addressing workforce challenges.Recruitment, Workforce Planning and Talent ManagementLead and support recruitment activities to attract and retain high-quality talent.Develop and implement recruitment processes that support fairness, inclusivity and a positive candidate experience.Support workforce planning initiatives to ensure GPSU has the skills, capacity and capability required to deliver its objectives.Develop onboarding approaches that support successful integration and retention of employees.Contribute to talent development, succession planning and career development initiatives.Support the development of GPSU's employer brand and reputation as an employer of choiceEmployee Relations and Workforce WellbeingProvide expert advice and support on employee relations matters including attendance management, performance, disciplinary, grievance, capability and flexible working cases.Support managers through formal HR processes, investigations, hearings and meetings where required.Ensure employee relations matters are managed fairly, consistently and in line with legislation and organisational policies.Identify themes and trends arising from employee relations activity and develop preventative solutions.Support initiatives that promote employee wellbeing, engagement and inclusion.Contribute to creating a healthy working environment where employees feel valued, supported and able to perform at their best..Organisational Development and ChangeSupport organisational development programmes that strengthen organisational capability and performance.Support organisational change, consultation and transformation activities.Help embed organisational values, behaviours and cultural expectations throughout the organisation.Support the development of a learning culture that encourages continuous improvement and innovation.Data, Insight and Workforce IntelligenceCollect, analyse and interpret workforce data to identify trends, risks and opportunities.Produce reports and workforce intelligence to inform decision-making and strategic planning.Monitor key workforce metrics including recruitment, retention, absence, turnover and engagement.Use workforce insight to inform organisational development and people initiatives.Contribute to the development of meaningful people measures and performance indicatorsGovernance, Compliance and Best PracticeEnsure compliance with employment legislation, organisational policies and regulatory requirements.Maintain up-to-date knowledge of HR best practice and emerging workforce issues.Support the development and implementation of people-related governance arrangements.Ensure confidential and sensitive information is managed appropriately and in accordance with data protection requirements Job responsibilitiesKey responsibilitiesGPSU is at an exciting stage in its development, creating a unique opportunity for an HR professional who is motivated by building and shaping services in a growing organisation. Many of the people frameworks, processes and initiatives outlined within this Job Description are still evolving and will require further development, implementation and embedding. The successful candidate will play an important role in establishing effective people practices, supporting a positive organisational culture and ensuring the organisation has the capability needed to achieve its strategic ambitions.Working closely with managers and teams across GPSU, the HR Business Partner will provide a professional, responsive and customer-focused HR service, offering practical advice and support across the full employee lifecycle. The post holder will help develop management capability, promote effective people management practices and contribute to creating a positive and inclusive employee experience.The role combines operational HR support with opportunities to lead and contribute to workforce planning, recruitment, organisational development, change management and people-focused improvement initiatives. Through collaborative working with leaders and managers, the post holder will support the development of a high-performing organisation where people are empowered to succeed.Key ResponsibilitiesBuilding the People FunctionSupport the development and implementation of a fit-for-purpose People function that meets the current and future needs of GPSU.Develop, review and embed people policies, procedures, frameworks and guidance, training to ensure a consistent and effective approach to people management.Support the creation of a positive, inclusive and values-driven culture that reflects the ambitions of GPSU.Promote continuous improvement by identifying opportunities to enhance people services and organisational capability.HR Business PartneringBuild strong and trusted relationships with managers and teams across the organisation.Act as the first point of contact for managers on a wide range of people management matters.Provide professional, pragmatic and solution-focused HR advice and guidance.Support managers to make informed people decisions that balance organisational needs with employee wellbeing.Partner with leaders to identify workforce risks, challenges and opportunities and develop appropriate people solutions.Support the implementation of organisational and workforce priorities through effective people interventions.Develop workforce statistics with KPIsLeadership and Management DevelopmentDevelop the confidence and capability of managers through coaching, advice and mentoring.Support managers in leading high-performing, engaged and resilient teams.Design and deliver management development initiatives, toolkits, guidance and training where required.Promote good management practice and ensure consistency across the organisation.Support managers in managing change, improving team effectiveness and addressing workforce challenges.Recruitment, Workforce Planning and Talent ManagementLead and support recruitment activities to attract and retain high-quality talent.Develop and implement recruitment processes that support fairness, inclusivity and a positive candidate experience.Support workforce planning initiatives to ensure GPSU has the skills, capacity and capability required to deliver its objectives.Develop onboarding approaches that support successful integration and retention of employees.Contribute to talent development, succession planning and career development initiatives.Support the development of GPSU's employer brand and reputation as an employer of choiceEmployee Relations and Workforce WellbeingProvide expert advice and support on employee relations matters including attendance management, performance, disciplinary, grievance, capability and flexible working cases.Support managers through formal HR processes, investigations, hearings and meetings where required.Ensure employee relations matters are managed fairly, consistently and in line with legislation and organisational policies.Identify themes and trends arising from employee relations activity and develop preventative solutions.Support initiatives that promote employee wellbeing, engagement and inclusion.Contribute to creating a healthy working environment where employees feel valued, supported and able to perform at their best..Organisational Development and ChangeSupport organisational development programmes that strengthen organisational capability and performance.Support organisational change, consultation and transformation activities.Help embed organisational values, behaviours and cultural expectations throughout the organisation.Support the development of a learning culture that encourages continuous improvement and innovation.Data, Insight and Workforce IntelligenceCollect, analyse and interpret workforce data to identify trends, risks and opportunities.Produce reports and workforce intelligence to inform decision-making and strategic planning.Monitor key workforce metrics including recruitment, retention, absence, turnover and engagement.Use workforce insight to inform organisational development and people initiatives.Contribute to the development of meaningful people measures and performance indicatorsGovernance, Compliance and Best PracticeEnsure compliance with employment legislation, organisational policies and regulatory requirements.Maintain up-to-date knowledge of HR best practice and emerging workforce issues.Support the development and implementation of people-related governance arrangements.Ensure confidential and sensitive information is managed appropriately and in accordance with data protection requirementsPerson Specification EssentialAble to interpret sets of information including colleague data, policy and best practice information as well as relationship-based information. Able to consider opportunities and barriers that may exist and need to be considered in relation to any development of new HR approaches. Ability to analyse complex data and information to develop understanding of services. Ability to analyse data to produce clear reports for senior colleagues DesirableManagement of the Apprenticeship budget to ensure that applications can be supported and to encourage take up of apprenticeships to ensure that the best value is gained from the levy.Ability to identify current costs and costs saving opportunities as part of all service improvement initiatives.Ability to demonstrate strong budget management skills and produce financial reports and undertake financial modelling of a given service area EssentialMust be a car driver with a valid driving license or have access to transport with appropriate business insurance to travel to meet the needs of the service. Planning and Organisational Skills EssentialDemonstrates strong organisational skills with the ability to plan, prioritise and manage a varied workload across multiple projects and competing deadlines. Experience of managing and coordinating a range of HR activities simultaneously, whilst maintaining high levels of accuracy and attention to detail. Ability to plan and deliver workforce and people-related initiatives, balancing operational demands with longer-term organisational priorities. Experience of supporting project delivery and implementing new processes, systems or ways of working Essentialignificant experience working in a HR Advisor, Senior HR Advisor or HR Business Partner role. Experience of providing professional HR advice and support to managers across a range of people management matters. Experience of managing and advising on employee relations issues, including disciplinary, grievance, capability, attendance and performance processes. Sound knowledge of UK employment legislation and HR best practice. Experience of developing, reviewing or implementing HR policies, procedures and guidance. Experience of supporting managers through organisational change and workforce challenges. Experience of building positive and effective working relationships with a range of stakeholders. Experience of supporting recruitment, onboarding and workforce planning activities. Experience of using workforce data and people metrics to inform decision-making and identify trends. Experience of building or developing HR processes, systems or frameworks. Experience of delivering organisational development, cultural change or management development initiatives. Experience of supporting services through periods of transformation or change.EssentialCIPD Level 7 qualification in HR Evidence of CPDDesirableMasters Degree in HR Coaching, management of organisational development qualification Clear communicator with excellent writing, report writing and presentation skills. EssentialAble to interpret sets of information including colleague data, policy and best practice information as well as relationship-based information. Able to consider opportunities and barriers that may exist and need to be considered in relation to any development of new HR approaches. Ability to analyse complex data and information to develop understanding of services. Ability to analyse data to produce clear reports for senior colleagues DesirableManagement of the Apprenticeship budget to ensure that applications can be supported and to encourage take up of apprenticeships to ensure that the best value is gained from the levy.Ability to identify current costs and costs saving opportunities as part of all service improvement initiatives.Ability to demonstrate strong budget management skills and produce financial reports and undertake financial modelling of a given service area EssentialMust be a car driver with a valid driving license or have access to transport with appropriate business insurance to travel to meet the needs of the service. Planning and Organisational Skills EssentialDemonstrates strong organisational skills with the ability to plan, prioritise and manage a varied workload across multiple projects and competing deadlines. Experience of managing and coordinating a range of HR activities simultaneously, whilst maintaining high levels of accuracy and attention to detail. Ability to plan and deliver workforce and people-related initiatives, balancing operational demands with longer-term organisational priorities. Experience of supporting project delivery and implementing new processes, systems or ways of working Essentialignificant experience working in a HR Advisor, Senior HR Advisor or HR Business Partner role. Experience of providing professional HR advice and support to managers across a range of people management matters. Experience of managing and advising on employee relations issues, including disciplinary, grievance, capability, attendance and performance processes. Sound knowledge of UK employment legislation and HR best practice. Experience of developing, reviewing or implementing HR policies, procedures and guidance. Experience of supporting managers through organisational change and workforce challenges. Experience of building positive and effective working relationships with a range of stakeholders. Experience of supporting recruitment, onboarding and workforce planning activities. Experience of using workforce data and people metrics to inform decision-making and identify trends. Experience of building or developing HR processes, systems or frameworks. Experience of delivering organisational development, cultural change or management development initiatives. Experience of supporting services through periods of transformation or change.EssentialCIPD Level 7 qualification in HR Evidence of CPDDesirableMasters Degree in HR Coaching, management of organisational development qualification Clear communicator with excellent writing, report writing and presentation skills. Understand and abide by the requirement for confidentiality & adhere to total confidentiality at all timeEmployer detailsEmployer nameGPSU - General Practice Support UnitAddressGPSU LtdAbbey Manor Business Centre , Preston RoadYeovilSomersetBA20 2ENUnited KingdomEmployer detailsEmployer nameGPSU - General Practice Support UnitAddressGPSU LtdAbbey Manor Business Centre , Preston RoadYeovilSomersetBA20 2ENUnited Kingdom