People and Culture Business Partner

3 months ago

London, United Kingdom Social Interest Group Full time

**ABOUT THE ROLE**

This is an exciting opportunity to join a newly developed People and Culture team, reporting to the Group People and Culture Manager, the role is key to delivering professional and effective people and culture strategies and activities for the organisation. As the People and Culture Business Partner (P&C BP), you will support the development of a safe, inclusive, and performance-development culture for the workforce, ensuring our legal obligations as an employer are met and that we make the best of the funds entrusted to us for our vulnerable residents and participants. You will have the opportunity to bring new ideas to the team to support with our growth, and take ownership of your business area

This role is based within our head office in Islington. You will be working on a hybrid contract, with at least one day in the office (Mondays) and any additional days as required. You will also work one day a week visiting a service so travel is required.

Rota: Monday to Friday 9-5

**ABOUT YOU**

We're looking for someone who has valuable knowledge in generalist HR activities, with a comprehensive understanding of HR processes, with a sound employment law knowledge and experience in managing employee relations cases and organisational change projects. You will deliver advice, support, and guidance to managers and colleagues on a wide range of topics so you should be confident in doing this on a day to day basis.

Our team is approachable, friendly, and have passion for what we do. We would love someone who is passionate about HR and shares our drive and openness, with the ability to communicate effectively with colleagues at all levels within the organisation. You will be proactive and able to use your own initiative to make key business decisions, whilst acting as a team player to support the wider P&C team
- **If you have the passion, creativity, and tenacity to make a real difference to people’s lives, challenge stigma and make our communities safer, we would love to hear from you**_

**OVERVIEW OF KEY RESPONSIBILITIES**

**Line Management**
- Provide high quality support and line management, offer guidance, support and advice.
- Responsible for management and leadership of direct reports and their employee lifecycle, this includes but is not limited to; Recruitment, onboarding, inductions, probation reviews, performance management, meeting KPI’s and targets, advising on and managing Employee Relations cases, Staff wellbeing and support, grievances, sickness, and disciplinaries.
- Proactively embed a culture of learning, development and evaluation. Promote a team working dynamic which is supportive and empowering.

**Employee Relations**
- Ensure all staff have access to meaningful and accessible employment advice, information, documents, and other resources.
- Empower managers with the right knowledge, resources, and access to information and guidance.
- Support managers with team related enquiries, concerns, or issues appropriately.
- Manage and provide high quality advice on low and mid-level employee relations casework.

**Employee Lifecycle**
- Ensure lifecycle administration, advice, and support is completed to a high standard.
- Contribute to the processing of employee lifecycle changes. This includes payroll, new starters, leavers, and contractual changes.
- Provide advice and guidance on policies, procedures, and employment legislation.
- Monitor, review and report on key people metrics to inform and enhance the delivery of the P&C team and activities.
- Manage and support reward and recognition initiatives.
- Other areas of support will vary. Including Sickness, Occupational health referrals, Annual leave, Maternity/Paternity leave, Compassionate leave, Performance Management, and General Employee Relations.

**Performance Management and Development**
- Devise, deliver, and evaluate management and staff upskilling and training sessions, and workshops.
- Support Managers across the organisation with Performance management and people development initiatives.
- Support with the personal and professional development of our people, collating feedback, introducing new initiatives and ideas.

**Other Responsibilities**
- Work collaboratively with the wider P&C team to develop and amplify employee voice through the organisation, and support with various other activities and projects within the team.
- Support management of data and workflows within the HR Information System (HRIS).
- Take ownership of the HRIS to some degree, identify changes to be made, ensure the system management is running smoothly.
- Support with the progression and communication of policies and procedures.
- Build and manage strong relations throughout the organisation and externally.

**KEY CRITERIA**

What we are looking for:

- CIPD qualification Level 5, **and/or** equivalent demonstrated experience in a similar role or as a generalist in a HR/P&C team
- Experience in coaching and advising managers and

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