Corporate HR Business Partner

Job Purpose:

We are seeking an additional Corporate HR Business Partner to join our expanding Business Partnering team.

The post-holder will assist the Human Resources Manager of HR Business Partnering in establishing and developing collaborative working relationships with senior managers to understand the key performance issues and associated people requirements to deliver the current change management agenda and future organisational challenges.

The post-holder will lead HR projects either on a Team or EA wide basis, providing HR expertise in improvement and change programmes with significant people impacts.

The post-holder will also work with the wider HR team and with senior management to provide business focussed HR solutions to support the provision of high quality, productive and innovative services across the organisation.

The post-holder will have responsibility for providing support and advice to both the wider HR team and managers on a range of HR areas including employee terms and conditions, organisational change, and complex employment issues to provide an efficient and effective HR service.

Main Duties and Responsibilities: 

HR Expert Role:

• Provide feedback and support to senior management HR teams and line managers to improve individual and organisational performance.
• Work in partnership with managers and challenge them to review the effectiveness of existing structures, systems and culture, and recommend change.
• Provide an interface with managers to provide high quality guidance, advice and support in developing and progressing HR solutions to achieve business objectives.
• Review and challenge existing HR policies and practices and participate in relevant training and implementation activity as required, to ensure awareness, understanding and compliance.
• Guide managers on the optimum utilisation and deployment of resources in line with employment procedures, current legislation and good practice including monitoring the use of temporary contracts and identifying creative and practical solutions to overcome resourcing and/or retention issues.
• Promote a culture of positive performance management by providing specialist advice and guidance to managers.
• Be the first point of contact and advice relating to child protection issues relating to staff in area of responsibility.
• Work in partnership with managers by providing professional advice and guidance in all aspects of the function, working as part of a team to provide a comprehensive quality service.
• Work in partnership with leaders, key stakeholders and HR colleagues to shape, develop and deliver HR plans and solutions in line with the needs and priorities of EA.
• Operate as a HR expert, to advise, guide and support staff and managers by providing high level people management and development support across designated directorates.
• Identify HR priorities from Corporate and Directorate plans, translating business requirements into effective HR practices and delivering people solutions aligned to business objectives.
• Develop and implement key HR strategies, policies and training activities, and to support the operationalization of other organisational programmes as required, in a manner which proactively supports the delivery of cultural change in line with institutional objectives and facilitates managers taking responsibility for the effective management of their staff.

Organisational Change:

• Lead and support on a variety of people and business change projects including re-structures and reorganisations at a senior level.
• Partner with managers to drive an HR agenda geared at maximising performance and potential of the talent within EA.
• Provide change management support including assisting with the organisational design process, implementing the strategy and plans.
• Work in partnership with the various other HR Functions to support the delivery of the HR agenda and key HR processes including engagement programmes, talent management, leadership development and employee relations matters, etc.
• Provide reports, forecasts and other HR information as required by EA management and external bodies.
• Advise and support managers on redundancy handling, ensuring compliance with contractual and statutory obligations.
• Act as Change Agent in Managing Organisational Change where this relates to HR- related activities e.g. re-structures, compulsory redundancies and voluntary severance schemes etc.
• As HR Lead for re-structures within the EA, ensuring that formal consultation processes take place with all affected staff and the trade unions, via the joint negotiating machinery (Joint Negotiating Council / Directorate Joint Forums).
• Analyse and report HR information to support with benchmarking and the development of HR strategies and solutions. Ensuring that all internal and external reporting requirements are satisfied through the provision of management information and HR returns.

Management:

• Advise and contribute to the development of HR policies, strategies and business plans which enable operational and corporate aims and objectives to be achieved.
• Seek to continuously improve the quality and value of the HR service provided to the EA.
• Support the implementation of new HR systems and processes as required.
• Act as an ambassador for the HR Business Partner model, actively driving up standards to highlight the benefits of the model for all staff and managers.
• Develop effective and professional relationships with managers across the EA. Plus as appropriate, to ensure the provision of high quality and effective advice on the HR implications of Directorate strategies and plans, providing options/alternatives and solutions to secure economic, effective and efficient use of HR resources.

Recruitment:

• Participate in selection panels as required.

Other Duties:

• Provide training, on behalf of the EA, in Corporate HR related areas as required.
• Provide responses to Parliamentary Questions, Assembly Questions, Minister’s cases, FOI requests and other correspondence cases within set deadlines.
• Undertake such other relevant duties as may be reasonably expected of the post holder.

Other Role Specific Responsibilities: 

• Provide clear and strategic leadership in the development and implementation of policies, procedures and practices to ensure EA has an appropriately skilled, flexible and engaged workforce to provide high quality education for children and young people and meet its legal and statutory obligations as an employer.
• Develop HR business partnering services that are customer focused and make it easier for line managers, principals and Boards of Governors to fulfil their requirements as employers when handling employee issues.
• Build and maintain momentum for change.
• Achieve high levels of performance and excellence against key performance indicators, and other workforce measures.
• Promote collaboration and learning with other disciplines to ensure a planned, co-ordinated and multi-disciplinary approach to the delivery of HR business partnering services and Education services which in turn enables the continual improvement of services to children and young people.
• Provide strategic leadership which ensures EA operates an excellent system of governance in respect of its workforce.
• To prepare updates and reports to EA Board and committee meetings including Finance and General Purposes and Membership and Teaching Appointment Committees by way of good governance, performance accountability and strategic leadership of their area of responsibility.
• Advise members of the senior management team on HR business partnering practice, policy and application which support EA’s strategic vision, a culture of effective and cross functional team working and in the spirit of continuous improvement.

Leadership Responsibilities:
The Corporate Human Resources Business Partner has the following leadership responsibilities:

Setting Vision and Strategy:

• Work with the Director, Assistant Directors and Human Resources Manager of HR Business Partnering to establish, maintain and communicate a clear and compelling strategic direction for the service.
• Contribute to the development of a strategic plan for the Directorate and lead on the development of the service-specific business plan.
• Translate the Corporate vision into service-specific direction.
• Lead the regionalisation and transformation of the service, and all related processes and procedures.
• Contribute to the development and implementation of new policies in line with strategic direction.
• Contribute to the management of the Directorate, attending Corporate Leadership Team (CLT), Directorate Management Team (DMT) and Board meetings as required by the Director.
• Challenge conventional approaches, harness new approaches and technology and maximise efficiencies.

Managing the Organisation to Deliver:

• Manage service delivery effectively to ensure that the service achieves the highest possible standards of performance and focuses on the needs of internal and external customers.
• Agree service performance targets with the Director, Assistant Directors and Human Resources Manager of HR Business Partnering and provide regular progress reports.
• Develop, agree and implement a robust annual operational plan for the service.
• Delegate responsibilities and deploy staff according to their skills and abilities to meet the needs of the service.
• Regularly monitor and review plans and make adjustments as required.
• Manage and continuously improve the service to ensure delivery against performance targets, and to ensure that best value for money is achieved.
• Ensure that the service contributes to overall Directorate and Corporate performance as appropriate, and provide update reports as required.
• Ensure that the Director, Assistant Directors and Human Resources Manager of HR Business Partnering receive high quality service-specific advice.
• Apply resources effectively across the service to maximise the delivery of front-line services.
• Consider the financial implications relating to effective models of service delivery, and contribute to the successful achievement of the Savings Delivery Plan.
• Ensure compliance with relevant legal, regulatory and statutory performance requirements.
• Manage the service budget in accordance with all relevant financial policy and procedures.
• Monitor the financial position of the service and report regularly to the Director.
• Follow agreed measures to deliver the service within budget, and take immediate corrective action as required.
• Contribute effectively to quality and performance management systems and ensure that the service is being managed as per the requirements of these systems.
• Ensure that employees within the service team are provided with clear structure, roles and responsibilities and are supported to work in an integrated way.
• Focus on addressing key workforce issues including recruitment, employee engagement, retention and training and development.
• Investigate all complaints and adverse incidents where outcomes are below expected standards.
• Establish effective and rigorous quality assurance systems to maintain high standards.

Leadership:

• Work closely with the Director, Assistant Directors and Human Resources Manager of HR Business Partnering to provide the service with leadership and direction ensuring that Corporate, Directorate and service performance standards are achieved.
• Promote the ethos and values of EA and ensure that the service is focused on customer needs.
• Foster a culture that supports achievement of EA’s Strategic Plan by role modelling core values and leadership behaviours to staff in the service.
• Lead/manage and communicate change and improvement initiatives within the service.
• Lead, manage and develop staff within the service.
• Encourage staff involvement and engagement in the strategic development and operational delivery of the service.
• Actively encourage teamwork and self-development, and create opportunities to maximise individuals’ potential, stimulate innovation and connection at all levels with front-line services.
• Promote a positive culture of performance management within the service through individual and small-team accountability. Foster a culture of constructive feedback and learning, and a genuine commitment to regular and effective appraisals.
• Prepare and deliver reports on behalf of EA as required.

Building Relationships and Working with Others:

• Build and maintain effective, professional and respectful stakeholder relationships.
• Ensure efficient and effective internal communication with staff in the service.
• Work closely with partner organisations, the Director, Assistant Directors, Human Resources Manager of HR Business Partnering and colleagues to benchmark services and lead/manage and monitor change.
• Build and maintain effective working relationships and clear lines of communication with other Heads of Service within the Directorate and in other Directorates.
• Develop and maintain clear lines of communication and effective working partnerships with relevant external stakeholders and service user groups.
• Lead/manage engagement with staff, schools and the public on major changes in the service that may affect them.
• Work with external agencies; for example, education sector partner organisations, to identify opportunities for joint working that might bring greater consistency across the sector, and/or improve efficiency and effectiveness of service delivery.

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