HR Business Partner in Kingswinford

Why Prism healthcare?

We are providers of specialist moving, handling and bathing equipment for elderly, disabled and mobility disadvantaged clients in a range of care environments, from community care to schools, hospitals and care homes. Employing employing circa 700 colleagues, across various locations within the UK and Europe, we work with a variety of mobility equipment, including patient moving, handling, and bathing devices, committing to the ongoing safety and wellbeing of the people who use our equipment. Through our family of brands, we are best positioned to share our experience and expertise with every client and customer.

With over 30 years of experience in designing, developing, manufacturing, providing and installing bespoke mobility and care solutions, we have an established track record of working closely with carers and their clients across the UK. The Group has grown over the last year both organically and by acquisition, with a turnover of £100M.

About the Role

In this varied, multi-disciplinary role, you will build trusted relationships with senior stakeholders and leaders, advising line managers across the business on organisational structure and design. Working with managers at all levels, you will identify opportunities for improvement and drive change across the business.

You will be a hands-on, solutions-focused partner, working closely with internal and external teams to understand requirements and deliver the right solutions. You will be self-motivated, able to manage multiple competing projects, and have the tenacity and drive to maintain high standards. The principal place of work will be based in Kingswinford at our Repose Furniture site with a requirement to travel to our other manufacturing sites a minimum of once a month. You may also be required to visit other UK Operations and to support the wider Group HR function as necessary.

What you'll be doing

• Build trusted relationships with senior managers and leaders across our UK sites, supporting them to deliver the business strategy.
• Manage recruitment and headcount across the business, including TUPE processes and the harmonisation of terms and conditions.
• Monitor absence and employee turnover, attending absence meetings with managers and employees where needed.
• Coordinate grievance, disciplinary, redundancy, flexible working and maternity matters, ensuring each is handled in line with HR policies and procedures.
• Oversee the maintenance of all employment files, databases and records to company standards and in line with GDPR.
• Administer the annual appraisal process and support department managers through it.
• Encourage managers to hold regular 1-2-1s with their teams throughout the year.
• Identify skills gaps, and arrange and support the training needed to close them.
• Manage third-party suppliers, including occupational health and employee health schemes.
• Deliver HR projects in line with the Group HR strategy.
• Report on key metrics, including absence and headcount.
• Work closely with the payroll and HR administration teams, resolving ad-hoc queries and administering employee contract changes.
• Carry out any other ad-hoc duties as required.

Personal Characteristics

• A high level of personal integrity – consistent, open and honest, showing respect and empathy for others.
• Maintains trust and confidentiality at all times.
• Works well both independently and as part of a wider team, sharing knowledge and best practice for the benefit of the business.
• Confident across all aspects of HR throughout the full employee lifecycle.
• Emotionally intelligent, and able to help managers develop these skills in themselves.
• A strong problem solver who can get to the root of an issue and identify the right solution.
• Decisive – weighs up all relevant factors before acting, and is comfortable handling conflict to achieve the best outcome.

Education & Experience (Knowledge & Skills)

• At least three years’ HR experience, including at least one year working alongside managers at all levels.
• CIPD qualification (or equivalent chartered institute accreditation), with demonstrable experience in a similar role.
• Able to identify, quantify and mitigate risks and issues, with the judgement to know when to escalation to the Head of HR.

Essential

• Communication – excellent written and verbal communication skills, with the confidence to present to and engage managers at every level of seniority.
• Generalist expertise – a true HR generalist with a strong understandint of the full range of responsibilities within the function.
• Leadership – working with line managers to deliver the HR strategy, leading both in day-to-day operations and on specific projects.
• Coaching – seen as a mentor across HR and the wider business, and comfortable advising peers and employees alike.
• Strategic thinking – working with the wider HR team to develop and implement new programmes and programmes and initiatives.
• Industry knowledge – a strong awareness of employment trends and policy changes, to help build a coherent and effective HR strategy.
• Realsionship amongself self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self self

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