HR Business Partner

1. Job Purpose:
To undertake the full range of internal HR advice and support that meets the firms’ needs on a daily basis and proactively anticipates future needs, ensuring a high-quality commercial, pragmatic service experience for all colleagues and Partners whilst adheringto best practice, UK/EU employment law and KR policies and procedures.

2. Scope, Reach & Key Relationships
- Works in close collaboration with HRD, HRBP’s and HR Operations as part of the wider multi-location HR Team, delivering a full HR service across the firm.
- Regular collaboration with Talent & Acquisition Lead, Head of Learning and Comms Manager on all HR matters.
- Frequent collaboration with People Managers and Employees across the firm, advising and supporting across the employee life cycle.
- Collaboration with external contacts in respect of HR conditions, employment law, and employment matters.

Talent??
- Developing and executing the talent planning in key service line (KSL) with the support of COEs and L&D as needed
- Conducting talent reviews, succession planning, and performance management
- Having end-to-end accountability for the talent within the KSL (quality, fit, benchmarking, development approach).
- Developing workforce plan and forecasting talent needs with HR Director.

Leadership?
- Ensuring leaders exhibit the Kreston Reeves Values
- Providing consultation and coaching for people managers/ Partners
- Developing and implementing strategic HR initiatives within KSL and associated change management activities
- Providing HR support to KSL’s across all regions as required.

Organisation Development
- Developing organisation structure(s) that enable the business to be as effective as possible
- Leading comprehensive efforts to restructure, streamline or reorganise as needed, with the help of COEs as needed
- Interpreting HR data, building insights and providing strategic recommendations
- Lead / drive change management efforts associated with restructuring (planning, support from HR Ops and HRD for implementation), or other significant organisational events (e.g. due diligence for M&A)
- Support/ Lead on HR projects and incentives as required
- Educate KSL on HR offerings and ensure governance of best practice in adhered to at all times

3. Principal Accountabilities / Responsibilities:

- HR advice and support across the full employee life cycle:

- Complex employee relations and investigations
- Manager coaching and mentoring
- People engagement and motivation
- Ad-hoc HR advice to clients
- Design and management of HR policies and procedures
- New Starters, probation management and induction, including annual Student Intake
- Offboarding and exit interviews
- Performance management processes
- Discipline and Grievance processes
- Reward & Recognition
- Wellbeing and Mental Health
- Staff Forum and engagement
- Pay & Benefits
- Health & Safety advice
- Employee Compliance
- HR Systems
- HR projects

5. Values - Demonstrates 'living’ of the company’s values.
- Understand - Be curious, ask more & listen. Put yourself in the other person’s shoes.
- Look Ahead - Anticipate the future, plan for it, and embrace the benefits of change.
- Make it Personal - Adapt to others’ needs, flex your style to get the best outcome for every situation.
- Be Crystal Clear - Consult others, give helpful feedback; ensure people know what’s going on, and how it impacts on them.
- Be Human - Invest time in building strong relationships, have a positive 'can do’ attitude and help others to grow.

6. Competency Levels Required (*those in bold are mandatory in all roles)

Competency

L

Competency

L

Team working

3

Business development & negotiation

2

Ownership & Results Orientation

3

Leadership

3

Communication & Influence

4

Supervising, Managing & developing people & performance

3

Planning, organising & monitoring

4

Problem solving, creativity & innovation

4

Mental Resilience & stress tolerance

4

Judgement & decision making

3

Client relationship & contact management

3

Analysis & acting upon information

3

Business, financial, commercial awareness

3

Technical & Professional competence

4

7. Success Measures
- Successful achievement of specific HR project milestones.
- Team and Internal client feedback
- Team engagement % NPS
- R&Rs received and given

**Our people are our core asset so it’s important to us that we create an environment where they are recognised, included and valued. This is also an integral part of us living by our values - Understand, Make it personal, Be human, Look ahead andBe crystal clear.