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Head of HR Business Partnering

1 month ago

London, UK, United Kingdom Greater London Authority Part time

This is an exciting time to join the People Function Leadership Team. In this senior and instrumental role, you will be responsible for the leadership of HR business partnering and for embedding the People Function strategic priorities across the organisation.

You will strategically partner with executive leaders across the GLA. Creating a trusted partnership with stakeholders by providing a professional support service that influences decision making and contributes to the GLA achieving its vision and objectives. You will also play a key role in the People Function leadership team, leading the business partnering team, championing the GLA’s People Strategy and promoting its objectives through the function and wider organisation.

To be successful in this role, you will have significant experience of working in a strategic HR role and leading teams in a complex organisation.

About the team

The People Function is responsible for the development and oversight of the people strategy, building on the identified people priorities. We are made up of eight Centres of Excellence, teams of HR professionals who provide deep technical insights and develop HR policies and strategies in line with business requirements.

We are part of the Corporate Resources and Business Improvement directorate, which provides corporate support to the Mayor and the Assembly and is responsible for the following functions:

People Function

  • Facilities Management
  • Digital Experience Unit and Technology Group
  • Information Governance
  • Executive Support Team
  • Leadership of all our shared services across the GLA group

Principal accountabilities

  • Work closely with directorate leaders and gain in depth understanding of the directorate.
  • Develop and maintain strong relationships stakeholders acting as a credible strategic partner within the business area/s.
  • Lead the formulation and development of people related strategies and plans across business area/s.
  • Influence and challenge strategic decisions ensuring stakeholders are fully aware of the people impact, providing accurate management information to enable evidence-based decision making.
  • Offer innovative HR solutions to strategic issues based on specialist expertise and knowledge of the business area.
  • Provide specialist advice ensuring the consistent and pragmatic application of statutory legislation, relevant policies and procedures, and codes of practice.
  • Manage the relationship between the business area/s and the People Function to ensure collaboration and the provision of a high level of service. For example, advising and supporting customers to find the route to what they need from the team for matters outside the HRBP remit.
  • Develop strong and effective relationships with all the People Function Centres of Excellence (CoE) i.e. Reward, Employee Relations.
  • To ensure that you are representing your stakeholders’ feedback and requirements and equally that you understand the CoE’s programmes of work and are implementing them effectively with your stakeholders.
  • Embrace and advocate the drive to improve HR systems and processes, representing the needs of the business area/s in those development discussions
  • Represent the GLA on HR issues in its dealings with external bodies, to ensure that maximum benefit is derived for the GLA through full participation and exchange of ideas and information.
  • Realise the benefits of London's diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London's communities.

Person specification

  • Technical requirements/experience/qualifications
  • CIPD qualified (or equivalent) with up-to-date knowledge of employment law and best practice
  • Significant experience of working in a strategic role in a complex organisation
  • Experience of providing credible professional advice, challenge and innovative solutions to senior stakeholders
  • Experience of implementing significant improvements to HR systems and processes
  • Experience of presenting technical / complex information (orally and in writing) clearly and concisely to non-technical senior stakeholders
  • Intermediate Excel and experience of interrogating financial systems

Behavioural competencies

Stakeholder Focus

…is consulting with, listening to and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others’ expectations.

Level 3 indicators of effective performance

  • Understands diverse stakeholder needs and tailors team deliverables accordingly
  • Is a role model to others, encouraging them to think of Londoners first
  • Manages stakeholder expectations, so they are high but realistic
  • Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups
  • Focusses own and team’s efforts on delivering a quality and committed service

Responding to Pressure and Change

… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.

Level 3 indicators of effective performance

  • Clarifies direction and adapts to changing priorities and uncertain times
  • Minimises the pressure of change for the directorate, lessening the impact for the team.
  • Uses change as an opportunity to improve ways of working, encouraging others’ buy-in.
  • Keeps staff motivated and engaged during times of change, promoting the benefits.
  • Takes ownership for communicating change initiatives clearly, ensuring smooth implementation.

Building and Managing Relationships

… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.

Level 3 indicators of effective performance

  • Actively engages partners and encourages others to build relationships that support GLA objectives
  • Understands and recognises the contributions that staff at all levels make to delivering priorities
  • Proactively manages partner relationships, preventing or resolving any conflict
  • Adapts style to work effectively with partners, building consensus, trust and respect Delivers objectives by bringing together diverse stakeholders to work effectively in partnership

Strategic Thinking

….is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action.

Level 3 indicators of effective performance

  • Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners
  • Consistently takes account of the wider implications of team’s actions for the GLA
  • Encourages self and others to think about organisation’s long-term potential
  • Informs strategy development by identifying gaps in current delivery or evidence
  • Takes account of a wide range of public and partner needs to inform team’s work

Problem Solving

… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.

Level 3 indicators of effective performance

Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding

  • Actively challenges the status quo to find new ways of doing things, looking for good practice
  • Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues
  • Initiates consultation on opportunities to improve work processes

Supports the organisation to implement innovative suggestions This role is based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1ZE).

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

Application Process & Additional Information

Please note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role.

If you would like to apply for the role you will need to submit the following:

  • Up to date CV
  • Personal statement with a maximum of 1500 words.

Please ensure you address how you demonstrate the essential criteria outlined above in the advert. Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘Additional Documents’ section of the form, ensuring you address the technical requirements and competencies in your Personal Statement.

Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g. “CV – applicant name - 012345).

Applications submitted without a Personal Statement will not be considered

London's diversity is its biggest asset and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.

n addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.

On this recruitment campaign, as part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination.

Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

Application closing date: 7 August 2023 at 23:59