Interim HR and Business Operations Officer
3 weeks ago
**What's involved with this role**:
**Interim**
**HR and Business Operations Officer**
**Reference no**:Bradford 5219294 Pay Rate: Up to £22.09
**per hour** PAYE
**Hybrid role**
**An Operations Officer is required to provide a full range of HR operations across the employee lifecycle across the organisation ensuring that HR operations activity is compliant with client policy and latest employment legislation.**
**To support the TUPE process for Children’s Service staff transferring to the trust. **Key responsibilities:
- Act as a generalist HR officer, providing advice (excluding casework) and operations support to managers and employees, on employee lifecycle matters (sickness absence, ill health retirement, phased return to work, adjustments, capability (performance and attendance), discipline and grievance).
- Ensure that all advice and support provided across the employee lifecycle is compliant with latest employment law, national and local government arrangements, and other arrangements as many be necessary (e.g., Green Book, NHS Agenda for Change).
- Ensure that current policies and processes are followed and contribute to regular challenge to ensure that policies and processes are user friendly and accessible.
- Take a proactive role in the development of the service (e.g., feed into new policies, service design, workforce development) and responds to the needs of managers (e.g., advice and guidance on employee lifecycle changes).
- Support and enable the delivery of HR & OD strategies, policies and procedures through operational HR and OD service across the employee lifecycle.
- Develop, embed, and enable the delivery of a ‘one point of access’ HR & OD Operations and Advisory Services.
- Provide necessary support to colleagues across the Workforce and HR Service ensuring that the following are undertaken effectively: appraisals, service restructures/workforce change, working hours and patterns, all types of leave arrangements, job evaluation schemes, development of staff, recruitment, redeployment and redundancy and TUPE arrangements and the proactive management of caseloads across these areas. Supports the planning, implementation and delivery of organisational change/TUPE including attending group and individual consultation meetings.
- Provides advice and support to the HR service desk on policies, procedures, employment law, conditions of service, DBS etc.
- Ensuring team and serviced development is focussed to support: effective delivery of team objectives; embed culture change; professionalism of the service; provide an effective HR Operations service to the whole function.
**“Role Requirements” - to give yourself the maximum chance of success please try and ensure your CV addresses the following essential criteria**: Qualifications/Knowledge:
- Management qualification or relevant management experience.
- Relevant professional qualifications e.g., CIPD.
- Membership of professional bodies e.g., CIPD, PPMA.
- Comprehensive knowledge and understanding of strategic HR, strategic workforce planning, employment and equalities legislation, reward and recognition, people related change, OD and all aspects of performance and talent management.
- Understanding of key professional trends, e.g., Compassionate Leadership, Neuroscience, Leadership and Management, Organisation Design, the use of Workforce data to provide insight and intelligence, Wellbeing and Engagement.
**Experience**:
- Experience of SAP an advantage or other HR systems to pull data and reports, experience of analysing data.
- Proven track record of ability to consult, influence and advise stakeholders on the full breadth of employee lifecycle policy and practice.
- Extensive experience of strategic HR business partnering.
- Experience of working across the full range of workforce related topics (e.g., the Service Offering).
- Experience of service commissioning and managing delivery to time and budget.
- Experience of Programme Management or Consultancy Management.
Skills/Technical skills:
- Ability to translate strategic business objectives into focussed projects and deliverables.
- Ability to drive innovation in the delivery of services to improve standards and cost effectiveness and implement best practice.
- Ability to take difficult decisions within the management framework set by the Director of HR & Workforce.
- Ability to lead and motivate HR staff to deliver service and organisational objectives.
- Ability to build effective teams and relationships and to support others in developing and achieving their personal, professional, and organisational goals.
- Ability to get things done through collaboration with colleagues but also challenge where necessary.
- Ability to build strong networks and collaborate with peers across the organisational boundaries in the delivery of strategic and operational objectives.
- Able to verbally and in written format create and present thoughts and ideas and demonstrate this usin
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