Presentation on theme: "HR Manager – HR Business Partners Role Description"— 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 Responsible to:Head of Human ResourcesDirectorate:Finance, Strategy & Corporate ServicesPurpose 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.
4 HR Manager – HR Business Partners As an HR Manager (HR Business Partners) you will be measured by: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.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 makingAdministrative servicesImplementing policy, process and system changes which whilst legally compliant are supportive of organisational/transformational changeEmployee relations supportEnhancing 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.
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 needProvide leadership and management support for areas of functional responsibilityLead 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 relationshipDevelop 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 resourcesProvide Business Partner services directly as required during peak periods of activity and/ or to cover periods of absence or other short term capacity issuesSupport the effective completion of the performance management/ development cycle, with particular focus on facilitating decisions on performance ratingsWork with the Resourcing, MI & Support Manager to establish and implement an effective resourcing approach and plan, aligned to Corporate and Directorate needsAct 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 resolutionContribute 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 organisationContribute 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 objectivesProviding guidance and mentoring support to managers to improve people management capabilityWorking with key stakeholders including senior managers and unions/employee representatives to effect and promote a positive employee relations environmentResponsible, with the support of the HR Manager, Policy & Practice for the effective management of employee relations activitySupport 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 effectivelyWork 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 capacityActively 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 outcomesEngage with HR management colleagues on HR governance and communication to determine, challenge where appropriate and deliver appropriate HR governance and communicationsUndertake 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 qualificationRobust 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 managementSignificant experience at a management level within a progressive HR departmentWell organised, able to lead, manage and deliver on varying tasks and deadlines across multiple locationsAbility to challenge and exercise good judgement, as appropriateExperience of providing advice and guidance to line managers/staff on a wide range of complex mattersKnowledge and experience of the HR implications of large scale organisational changeAbility to demonstrate a positive, pragmatic and solutions focused approachExperience of facilitating disciplinary, performance, attendance and grievance hearings; coaching line managers and managing complex casesStrong 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 forumExcellent engagement, communication and presentation skillsIT literate, ideally with experience in Oracle HR and MS OfficeDesirable Skills, Knowledge and ExperienceExperience of working with external partners and providersExperience of public sector, Non Departmental Public Bodies