Presentation is loading. Please wait.

Presentation is loading. Please wait.

HR Manager – HR Business Partners Role Description August 2014.

Similar presentations


Presentation on theme: "HR Manager – HR Business Partners Role Description August 2014."— Presentation transcript:

1 HR Manager – HR Business Partners Role Description August 2014

2 The Student Loans Company Vision for Human Resources Our HR Vision: To be regarded by our customers, stakeholders and peers as providing a high quality, strategic and collaborative HR service, which is aligned to the SLC Vision and Mission, based on robust foundations, including up-to-date, fit for purpose policies and processes. Our service will be delivered through a well established, consistent and effective HR Business Partnering model.

3 HR Manager – HR Business Partners Purpose of the role: To establish and lead a comprehensive HR service across all SLC business areas, through an effective and integrated and customer focused Business Partnering model, ensuring the effective implementation of SLC’s HR Plan. Responsible to: Head of Human Resources Directorate: Finance, Strategy & Corporate Services

4 HR Manager – HR Business Partners As an HR Manager (HR Business Partners) you will be measured by: HR Responsibilities: To support SLC to achieve our Vision and deliver our Mission through appropriate development and delivery of strategically aligned HR policies, practices and services. Delivering a quality service in support of all aspects of the employee life cycle, in particular: Workforce planning and resourcing (including recruitment and organisational change) Regular management information to support effective planning and decision making Administrative services Implementing policy, process and system changes which whilst legally compliant are supportive of organisational/transformational change Employee relations support Enhancing people management skills and capabilities through an HR Business Partner approach (ensuring consistency of service; strengthening relationships between HR, the business and key stakeholders; ensuring our service is relevant and aligned to business objectives. Corporate Responsibilities: Contribute towards, the company’s vision and mission to guide and set the pace for current operations and future development. Put the customer at the heart of decision making, resource allocation and delivery. Support SLC to achieve its vision, by delivering on the mission, including business objectives. Live and promote SLC’s values and behaviours. Encourage staff groups to work towards the SLC mission, supporting and enabling them to deliver it.

5 Responsibilities & Objectives Key Accountabilities: Alongside HR Manager counterparts, provide leadership and support the implementation of SLC’s HR Plan, policy and procedures, as required, adopting an appropriate balance of flexibility and consistency, relative to business need Provide leadership and management support for areas of functional responsibility Lead the further development and effective ongoing management of SLC’s HR Business Partnering model, moving HR to establish a more in depth and customer focused Directorate relationship Develop a strong HR Business Partner and HR Adviser team with cross skilled capability, i.e. able to support across multiple directorates and locations, and provide a breadth of HR generalist knowledge and experience making best use of available HR resources Provide Business Partner services directly as required during peak periods of activity and/ or to cover periods of absence or other short term capacity issues Support the effective completion of the performance management/ development cycle, with particular focus on facilitating decisions on performance ratings Work with the Resourcing, MI & Support Manager to establish and implement an effective resourcing approach and plan, aligned to Corporate and Directorate needs Act as a primary source of specialist knowledge for HR Business Partners on current employment law to support and address issues arising across the Directorates, and act as escalation point as required to achieve appropriate resolution Contribute to HR policy, procedure and practice development, which aligns to and addresses business and Directorate needs, taking an active role (with the HR Manager, Policy & Practice) in leading effective implementation across the organisation Contribute to Corporate and Business planning activity

6 Responsibilities & Objectives Key Accountabilities: Support the Head of Human Resources in developing and implementing an HR Strategy and Plan, including Transformation elements as appropriate, in line with solid understanding of Business and Directorate objectives Providing guidance and mentoring support to managers to improve people management capability Working with key stakeholders including senior managers and unions/employee representatives to effect and promote a positive employee relations environment Responsible, with the support of the HR Manager, Policy & Practice for the effective management of employee relations activity Support L&D and Organisation Design activities, with particular focus on ensuring appropriate practices and processes, from an HR perspective (and specifically your functional responsibility) are deployed consistently and impacts on people are managed effectively Work with OD colleagues to understand the impact of organisational change/restructure, based on HR functional responsibility, to inform best approach to implementation, aligned to organisation goals and capacity Actively participate in relevant benchmarking activity eg HR Metrics and employee surveys, interpreting the corporate level results, identifying consistent issues/positives across the organisation and supporting the articulation of a corporate action plan which delivers positive outcomes Engage with HR management colleagues on HR governance and communication to determine, challenge where appropriate and deliver appropriate HR governance and communications Undertake Continuous Improvement with a view to progressing own professional growth, alongside introducing and maintaining good practice in SLC. Actively encouraging your reports and wider HR team.

7 Skills, Knowledge & Experience Essential Skills, Knowledge and Experience: Chartered CIPD Membership or equivalent eg preferred degree qualification Robust analytical and organisational skills, demonstrating ability to provide a systematic review of policy/process/practice and develop logical implementation plans which secure the buy in of key stakeholders, including HR and management Significant experience at a management level within a progressive HR department Well organised, able to lead, manage and deliver on varying tasks and deadlines across multiple locations Ability to challenge and exercise good judgement, as appropriate Experience of providing advice and guidance to line managers/staff on a wide range of complex matters Knowledge and experience of the HR implications of large scale organisational change Ability to demonstrate a positive, pragmatic and solutions focused approach Experience of facilitating disciplinary, performance, attendance and grievance hearings; coaching line managers and managing complex cases Strong relationship management skills, able to positively influence all levels of staff up to senior management level and work effectively in partnership with, for example trade union representatives and/ or staff forum Excellent engagement, communication and presentation skills IT literate, ideally with experience in Oracle HR and MS Office Desirable Skills, Knowledge and Experience Experience of working with external partners and providers Experience of public sector, Non Departmental Public Bodies


Download ppt "HR Manager – HR Business Partners Role Description August 2014."

Similar presentations


Ads by Google