People Partner
2 weeks ago
Hybrid Base - Kent or London Office | Hybrid | £50,000 - £55,000 - Initial 6-months FTC
Permanent / Contract | Full-time | Ad Ref 255
Are you a People Partner looking to make a difference within an organisation with a fulfilling purpose that improves lives on the frontline? Are you a true People partner, able to build key contacts across an organisation to deliver timely HR advice, able to address complex ER issues, work on projects and handle multiple priorities? This could be the role for you
**Initial 6-months FTC**
**Home-based Role, once-a-month Site travel and once per week in London or West Kent location**
**Some responsibilities will include**:
- Lead and support the robust resolution of complex employee relations matters and issues (including tribunal responses) projects and disputes, ensuring the organisation’s interests are protected and practice is consistent.
- Act as the HR lead on change initiatives, including restructures and redundancies. Work with senior management to maximise staff engagement and achieve positive outcomes.
- Lead, plan and manage TUPE transfer projects including working with Business Development, advising on bids, building relationships with transferee/transferor organisations, advising on process, reviewing/coordinating due diligence, supporting consultation etc.
- Provide strategic partnering advice to operational Directors and their teams, working closely with senior leadership to develop and deliver people plans that are aligned with business and people strategy.
- Support bid development and strategy e.g. through the development and negotiation of specific terms and conditions where appropriate and to lead any local negotiations.
- Lead, build and implement strategies to improve the culture across the operational hubs by focusing on performance management, employee engagement, recognition and retention.
- Work as a facilitator of change, coaching leaders on how to manage and grow high-performing teams.
- Support managers to identify top talent and put development plans in place.
- Contribute to wider organisational learning plans and strategies to drive ongoing enhancements to organisational design and effectiveness.
- Propose and deliver learning activities (e.g. on HR policies) at hub and organisational level.
Contribute to the development and implementation of financial and non-financial reward strategies ensuring compensation and performance management programs are well executed and aligned with business objectives.
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