People Partner

We are the Housing Network (THN), a purpose-led organisation working in partnership with the YMCA to support our communities. We are in an exciting period of growth and have risen to 200th in the FT1000 Fastest Growing Companies in Europe! Homelessness is a vast and complex issue that does not have a single solution. In understanding that reality, we’ve learned the importance of perspective; appreciating that if we continue to innovate, collaborate, and give our best, we are playing our part in making a vital difference.

We are a team that is absolutely committed to innovate, excel and be dependable in all that we do. Working hard together to achieve our mission of providing Better Accommodation, Better Support, Better Partnerships, and as a result Better Business.

This role is Field Based floating role, across Aylesbury, Wolverhampton, Coventry, Leicester, Manchester, Bristol and other services. You will need to be highly flexible in terms of travel and work location spending up to 4 days per week in service operations. You will be comfortable switching between detailed casework, manager coaching and wider people projects while keeping a clear, values-led approach.

The People Partner AOP is part of the AOP Business Improvement team supporting the mobilisation and continuous development of AOP model by providing practical, commercial and values-led people partnering across all AOP service areas. Working closely with AOP Heads of Service, Business Improvement team, Managers, employees and the wider People & Talent team, this role embeds THN People practices across all areas of the employee lifecycle- recruitment, onboarding, training, employee relations, wellbeing and management development.

The role combines hands-on casework and coaching with proactive partnering, policy improvement, reporting, and people projects that support colleague experience, performance, resilience and organisational effectiveness across all AOP service areas.

Main Duties – What needs to be done?

• Employee relations: Manage a varied caseload of employee relations matters, including disciplinary, grievance, sickness absence, conduct, capability, probation and wellbeing cases, from initial query through to resolution.
• Provide clear, proportionate and legally sound advice to managers and employees, balancing fairness, employee wellbeing, organizational risk and operational need.
• Draft and review invite letters, outcome letters, investigation correspondence and other formal HR documents so they are clear, accurate and consistent.
• Encourage early, informal resolution where appropriate, while knowing when a matter needs a formal route or escalation to the Head of Service or Head of HR.
• Maintain accurate and confidential case records, supporting regular reporting on case volumes, outcomes, themes and risk.
• Conduct regular employee listening surgeries to identify and address potential issues before they escalate.

People partnering, coaching and manager support:

• Build trusted relationships with managers and team leaders across THN, being visible, accessible and solution focused.
• Through full immersion in AOP field operations, coach managers through real-time people challenges, helping them handle conversations confidently, consistently and in line with THN values.
• Partner with managers to identify the root causes of poor performance, attendance concerns or employee relations issues and agree with the next steps.
• Role model a calm, pragmatic and professional approach, particularly where issues are sensitive, complex or fast-moving.

Performance, capability and culture:

• Support the consistent application of THN’s fast, firm, fair approach to managing performance and conduct.
• Contribute to the design, communication and roll-out of performance management tools, guidance and manager resources.
• Help embed inclusive, trauma-informed and people-centred practices across everyday management activity.
• Support managers with probation reviews, annual appraisal activity and performance improvement plans.
• Identify patterns in people issues and use these insights to recommend improvements in culture, leadership practice and employee experience.

Policy, practice and continuous improvement:

• Take part in policy reviews, keeping guidance current, accessible, legally compliant and easy for managers to apply.
• Draft and maintain templates, letters and guidance documents that support consistent people processes.
• Identify opportunities to improve HR processes, reduce bottlenecks and make the service easier to access for managers and employees.
• Contribute to manager toolkits, one-pagers, guides and briefings that help managers manage well without overcomplicating the process.
• Stay current on employment law and HR best practice, flagging relevant updates and practical implications to the team.

Recruitment, employee lifecycle and people projects:

• Work with AOP colleagues and the wider People & Talent team to support recruitment, onboarding, probation, development and exit activity where required.
• Support recruitment activity as needed, including role scoping, job description drafting, interview support and recruitment events.
• Contribute to organizational change activity, including TUPE, restructuring and consultation processes, with appropriate support from senior colleagues.
• Provide practical support to colleagues in the People & Talent team, helping the function deliver a joined-up, responsive and credible service.
• Carry out AOP leaver exit interviews, analysing trends and reporting data to the Head of Service & Head of HR.

Onboarding and Training:

• Oversee all AOP onboarding arrangements ensuring new starters are well informed, welcomed and orientated and local induction is carried out in a timely and effective manner.
• Partner with Heads of Service to monitor mandatory training completion ensuring AOP employees have the right time and equipment allocation.
• Support Learning & Delivery lead in the development and roll out of AOP specific learning interventions including induction.
• Ensure robust & effective training plans are in place and carried out for all new joiners.
• Partner with Head of Service to identify and implement employee engagement initiatives.

Wellbeing:

• Ensure the roll out and effective implementation of THN wellbeing pathway across all AOP service areas.
• Ensure effective and consistent implementation of all Trauma informed people activity ensuring all AOP employees receive appropriate and effective support when faced with challenging situations.

Relationships – Who will I be working / engaging with?

Internal – AOP Heads of Service, Business Improvement team, Managers, employees and the wider People & Talent team.

Competencies – Who with and your skill level?Person Specification:

We are looking for someone who is pragmatic, resilient, grounded, highly organised and comfortable working in an environment where residents have complex support needs.

Essential:

• Previous experience in an HR Advisor, People Partner or HR Generalist role.
• Experience managing or advising on employee relations casework, including disciplinary, grievance, sickness absence, capability and conduct matters.
• Sound working knowledge of employment law and the confidence to apply it to common people issues.
• Comfortable coaching and advising managers who are not HR specialists.
• Experience supporting managers in a fast-paced environment, ideally with field-based or operational teams.
• Strong written skills, with the ability to produce clear letters, reports, guidance and case notes.
• Good working knowledge of HR systems and accurate record keeping.
• Organised, reliable and able to manage a varied caseload independently.
• Approachable and credible, with the ability to build trust across a range of stakeholders.
• Committed to THN’s values and to working in a purpose-driven organisation.

Desirable:

• CIPD Level 5 or above or working towards it.
• Experience in field-based service environment.
• Exposure to TUPE, restructures, consultations or other organisational change activity.
• Experience using People First or a comparable HR system.
• Understanding of trauma-informed practice or experience working in environments supporting vulnerable people.

General and Additional:

The responsibilities contained within this job description are indicative, but not exhaustive. As the role develops, the requirements of the post may change, and as such the post is subject to review in discussion with the post holder.

The post holder may be required to undertake other duties from time to time as the organisation may reasonably require which are commensurate with the grade of the post.

The post holder shall comply with the organisation’s policies and procedures, ensuring appropriate actions and reporting protocols are always followed.

The post holder shall attend regular staff or other related meetings, contributing positively where appropriate and relevant.

Extensive travel across the UK will be required from time to time to support the delivery of role requirements, with you holding a full UK driving licence and access to private vehicle for business use when required.

An Enhanced Disclosure is required for this position.

We believe our values should reflect in our behaviour towards our colleagues, partners and residents while we work to achieve our Strategy 2024>29. These values are to be; Innovative, Dynamic, Dependable, Respectful, and Kind.

The Housing Network is committed to eliminating discrimination and encouraging diversity amongst the workforce. We aim to be an equal opportunities employer and we are determined to ensure no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, or race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

As an employer we welcome applications from candidates with lived experience, demonstrating our commitment to capturing the value of “expertise by experience” and providing More than a Voice for our residents.

All job offers are subject to a DBS check (level to be advised through the hiring process) and references. The Housing Network is unable to offer visa sponsorship for this position. Applicants must already have the legal right to work in the UK to be considered. We do not use AI to make hiring decisions. All screening, shortlisting and selection decisions are made by our recruitment team and hiring managers.

Benefits:

• Paid volunteer time
• Referral programme
• Eye Care Vouchers
• Cycle to Work Scheme
• Blue Light Card
• Employee Referral Scheme
• Workplace Pension
• Simply Health Package