Hr Business Partner in Longstanton

Location: Longstanton, Cambridge

Salary: Up to £60,000 depending on experience

Type: Permanent, Full-time, Monday – Friday, Hybrid

Hours: 40hrs per week, 3 days onsite, 2 WFH

Reporting to: Head of People

Project Partners are now recruiting for an experienced HR Business Partner based in or around Longstanton in Cambridgeshire who is looking to join an established People Team and ready to make change in the world of HR.

The Role

The HR Business Partner is responsible for ensuring the People team provide a first class service, with key focus on employee relations, reward, onboarding and talent, and engagement throughout the business. The HR Business Partner will work closely with senior stakeholders and line managers, providing them with expert guidance, coaching, and support on a wide range of generalist people activities including policies and procedures, terms and conditions of employment, recruitment, onboarding, talent mapping, employee relations, absence management, restructuring of teams, performance management, redundancy planning etc, in order to ensure a consistent and strategically fair approach to people management across the Group.

Responsibilities:

• Act as the escalation point for more complex employee relations queries, providing professional advice and support particularly in matters of discipline, grievance, and performance.
• Discuss complex employee relation cases with Head of People, presenting commercial options for resolution and to prevent them from escalating to employment tribunal cases.
• Where required, support the business in employment tribunal cases in respect of document preparation, liaison with legal counsel, and negotiating and managing early conciliation where possible.
• Oversee the performance appraisal process ensuring performance management is consistently applied with expected performance reflective of role and skill whilst being aligned to the business goals. Support proactively in dealing with cases of underperformance ensuring an informal, developmental approach where possible.
• Proactively partner with line managers in all aspects of performance management to improve performance standards across the business.
• Monitor people related trends throughout the group and provide management information on key performance indicators.
• Embed framework for routine review of policies, procedures, and practice, ensuring compliance with employment law and best practice.
• Work with external and internal parties to effectively deliver people related projects that support the business plan, which could include management development training, employee retention strategies and initiatives, reward strategy, performance management infrastructure and toolkits.
• Be responsible for ensuring company reward and benefits remain relevant and competitive. Co-ordinate a structured process for annual review. Work with the resourcing function to ensure these are reflected in attraction strategies.
• Project manage and be the people lead on any restructuring and redundancy scenarios as well as consultations on changes to terms and conditions.
• Provide comprehensive support to the Head of People in respect of talent management and succession planning.
• Support with the research and implementation of people management systems and databases where required.
• Collaborate with the senior team to review existing people practices and take responsibility for implementing improvements.
• Maintain an up to date knowledge of employment law, case law and best practice identifying risks that exist in relation to procedures with recommendations and plans to address.
• Oversee the end-to-end recruitment lifecycle, delivering a high-quality best practice recruitment service across all positions.
• Partnering with stakeholders to support them with their resourcing needs both immediate and future. Providing a comprehensive end-to-end recruitment service to the business, from initial briefing to candidate onboarding, supporting on interviews when required.
• Providing advice and guidance to hiring managers on resourcing best practice; the most appropriate selection and testing methods available for a role; assisting with the sourcing, development or creation of specialist exercises or tasks where required.
• Work closely with the Head of People to ensure business needs are met for the Onboarding and Talent function.

Candidate Skills Required:

• Level 3 CIPD and working towards or has obtained level 5 is desirable or the equivalent experience.
• Able to establish credibility quickly and develop strong working relationships from day one across a variety of stakeholders.
• Credible with a sound commercial awareness to influence at a senior level.
• Ability to engage, inspire, and influence people across the organisation.
• Trustworthiness and discretion when handling confidential information, discusses detail of cases on a need to know basis.
• Analytical, creative, and proactive. Utilises data to make informed decisions.
• Ability to juggle multiple priorities in a fast paced and changing environment.
• Approachable, organised, structured, and methodical.
• Able to listen effectively and make rational judgements in a decisive fashion.
• Proactive and flexible approach to dealing with challenges and solving problems, can provide a variety of solutions to choose from.
• Competent in the use of systems including MS Office (Outlook, Word, PowerPoint & Excel) as well as end to end HR systems.
• Strong communication skills. Able to deliver advice verbally and then follow up in writing in a methodical and clear manner that is easy to understand and follow.
• Able to listen and question effectively and make rational judgements in a decisive fashion.
• A real team player attitude, works to establish a partnering approach with the Business.
• Full clean driving licence.