Assistant HR BP – AR

Carrington Blake Recruitment; Swindon; Hybrid; GBP 40,000 - 50,000; Full time

Job summary

A recruitment agency is seeking an Assistant HR Business Partner to provide high-quality HR advisory support across the Council. The role requires significant experience in HR and managing employee relations. The ideal candidate will have a CIPD qualification or be working towards one, alongside strong communication skills and the ability to build relationships with senior managers.

Qualifications

• CIPD qualified or working towards CIPD.
• Experience working in a complex organization.
• Significant experience managing ER casework.

Responsibilities

• Provide HR advice and policy support to managers and staff.
• Manage employee relations casework from start to finish.
• Build relationships with trade union representatives.

Skills

HR advisory support

Employee relations casework

Data analysis

Policy interpretation

Building relationships

Education

CIPD qualification or working towards

Experience in a complex organization

Job description

Job Description: Assistant HR Business Partner
Role Title: Assistant HR Business Partner
Reports to: HR Business Partner
Career Family: Facilitating the Council
Location: Council Offices / Hybrid – Civic Campus, Euclid Street, Swindon, SN1 2JG, United Kingdom
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Purpose of the Role
The Assistant HR Business Partner (A-HRBP) provides high-quality HR advisory support to managers and employees across the Council. The role supports the HR Business Partner function by delivering people-focused guidance, managing employee relations casework, analysing HR data, supporting organisational change, and ensuring consistent application of HR policy and employment law.
The postholder will develop strong, trusted relationships with managers, enabling them to make effective people decisions aligned to both Directorate and Council-wide objectives.
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Key Responsibilities

1. HR Advice & Policy
   • Provide clear, balanced advice to managers and staff on HR policies, terms and conditions, and employment legislation.
   • Interpret policy and employment law to resolve complex queries and ensure fair decision‑making.
   • Escalate key risks or issues to the HRBP when appropriate.
2. Employee Relations Casework
   • Support and coach managers through disciplinary, grievance, attendance, capability and wellbeing cases.
   • Manage casework from start to finish, ensuring legal compliance and timely resolution.
   • Challenge and influence managers’ approaches where needed to ensure fair and consistent practice.
3. Trade Union Liaison
   • Build positive relationships with local trade union representatives.
   • Engage with TU reps on individual cases or local issues to support constructive problem‑solving.
4. Recruitment & Redeployment
   • Screen new vacancies and identify suitable redeployment opportunities for employees on the redeployment register.
   • Support managers with recruitment processes, ensuring compliance with job evaluation, grading and Council procedures.
5. Job Evaluation
   • Conduct fair and evidence‑based job evaluations using appropriate frameworks and benchmarking data.
   • Ensure evaluations are consistent, objective and aligned to Council policy.
6. HR Data, Reporting & Insight
   • Maintain accurate casework and HR records across systems.
   • Analyse HR data (e.g., sickness trends, case volumes, people metrics) and translate findings into insight for managers and HRBPs.
   • Support managers to understand key people indicators and recommend appropriate actions.
7. Relationship Management & Stakeholder Support
   • Build strong, credible working relationships with managers and employees across Directorates.
   • Influence and advise managers at all levels to support good people management practices.
   • Understand local workforce challenges and provide HR perspectives to help resolve them.
8. HR Projects & Organisational Change
   • Support the HRBP in project work, HR policy development and organisational change initiatives.
   • Conduct research, prepare briefing papers, and support consultation as required.
9. Continuous Improvement & Professional Development
   • Stay up to date with changes in employment law, HR best practice and Council policy.
   • Contribute to the improvement of HR processes and practices.
   • Take responsibility for ongoing CPD and networking with HR professionals.

Values and Behaviours

• Connected – Put residents and the community at the heart of everything; communicate clearly and promote a positive Council identity.
• Resilient – Be forward‑thinking, seek improvements and support continuous organisational development.
• Brave – Demonstrate accountability, emotional intelligence and professional courage; work collaboratively to achieve high performance.

Person Specification

Qualifications

• CIPD qualified or working towards CIPD (Essential).
• Experience working in a complex organisation (Essential).

Knowledge & Experience

• Significant experience managing ER casework (disciplinary, grievance, attendance, performance).
• Up‑to‑date employment law knowledge and its practical application.
• Experience working with senior managers on complex HR issues.
• Strong understanding of employee relations, policy interpretation and HR best practice.
• Ability to analyse HR, performance and financial data to generate insight.
• Experience delivering job evaluations and supporting recruitment processes.
• Strong written and verbal communication skills.
• Ability to challenge and influence effectively.
• Experience working in a customer‑focused HR environment.

Skills & Competencies

• Ability to build trusted relationships at all levels.
• Strong judgement and problem‑solving skills in complex HR situations.
• Ability to communicate complex information clearly and calmly.
• High attention to detail and strong organisational skills.
• Collaborative working style with emotional intelligence.
• Ability to manage sensitive and confidential information professionally.

Other Requirements

• Regular attendance at Council premises (minimum 2 days per week).
• Attendance at onsite meetings as required.
• No direct budget or line management responsibilities.
• Flexibility to undertake other duties relevant to the grade.