Assistant HR Business Partner

i-Jobs; Swindon; On-site; GBP 60,000 - 80,000; Part time

Job summary

A leading human resources consultancy is seeking an Assistant HR Business Partner to provide advice on HR policies and manage complex people issues. The ideal candidate will have a CIPD qualification and extensive experience in casework management. This role involves engaging with trade unions and supporting line managers to build effective employee relationships. The position offers a competitive pay rate of £27.00 per hour, working Monday to Friday from 09:00 to 17:00.

Qualifications

• CIPD qualified or working towards this with experience in a complex organization.
• Proven track record of providing clear, balanced advice and guidance on HR issues.
• Significant experience in casework management, including disciplinary and grievance.

Responsibilities

• Provide advice and guidance on HR-related issues according to legislation.
• Support and empower line managers in managing people issues.
• Engage with trade union representatives regarding individual cases.

Skills

CIPD qualified

Strong verbal and written communication skills

Analytical skills

Experience in casework management

Experience working with Senior Managers

Customer-focused HR experience

Knowledge of employment law

Ability to provide advice on HR issues

Education

CIPD qualification or progress towards it

Job description

Overview

Assistant HR Business Partner

Location: Civic Campus, Euclid Street, SN1 2JG

Start Date: ASAP

Contract Duration: 3+ Months

Working Hours: Mon - Fri, 09:00 - 17:00, 37 Hours per week

Pay rate: £ 27.00 per hour

Job Ref: OR12116

Responsibilities

• Provide managers and staff with advice and guidance on Council policies, terms and conditions of employment, and other HR-related issues in accordance with employment legislation.


• Support, coach, challenge, and empower Directorate line managers in managing people issues such as disciplinary and grievance matters.


• Engage with local trade union representatives regarding individual cases or local collective issues and maintain positive relationships with line managers, employees, and TU representatives.


• Screen vacancies, identify potential redeployment opportunities, and assist in matching employees to suitable alternative jobs across the Council.


• Conduct effective Job Evaluations using benchmarking data to ensure fair, consistent, and objective assessments.


• Provide senior Directorate stakeholders with insights from people data, update the casework database accurately and timely, and offer essential HR data for monitoring purposes.


• Address strategic, policy, or legal constraints or requirements and take action based on local issues in the Directorates from an HR perspective.


• Ensure relevant work is passed to the appropriate point in HR as needed.


• Advise on and participate in staff appointments, ensuring adherence to Council procedures for grading, advertising, recruitment, and selection of staff.


• Contribute to the development of the HR team, including HR policy development and projects.


• Conduct research and support the HRBP in preparing briefing papers as necessary.


• Maintain continuing professional development and network with other HR practitioners as appropriate.


• Stay updated with HR policies and procedures and respond to queries from managers and staff on terms and conditions of employment.


• Communicate effectively with colleagues across the Council and externally regarding work in progress, emerging trends, issues, or problems.


• Participate in working groups and attend meetings on behalf of the HRBP and the HR Operations team as required.


• Undertake additional or alternative tasks and duties as the needs of the business dictate, within the individual's capabilities and skill set at an appropriate level.

Qualifications

• CIPD qualified, or working towards this, with experience in a complex organization.


• Proven track record of providing clear, balanced advice and guidance on HR issues.


• Experience working successfully with Senior Managers on complex HR issues.


• Experience in a customer-focused HR department, proactively facilitating and leading change.


• Significant experience in casework management, including disciplinary, grievance, attendance, well-being, conduct, and performance.


• Up-to-date employment law knowledge and practical application on case management, with the ability to apply and implement process and policy change.


• Strong verbal and written communication skills.


• Solid understanding and experience in applying worker relations and employment practices to manage worker issues.


• Ability to interpret the Council's HR Policy & Procedures and provide advice to stakeholders appropriate to the situation.


• Develop HR colleagues and line managers.


• Strong analytical skills and the ability to evaluate data and establish key insights.


• Ability to interpret financial, people, and performance data and commentaries.


• Ability to review and challenge content provided by other team members and local HR teams.


• Understanding of the Directorate's objectives and priorities.


• Able to integrate external sources of data where necessary, using resources like CIPD/ACAS websites.


• Ability to interpret financial, people, and performance data and commentaries, identifying and evaluating key pressures and opportunities, ensuring mitigation is identified from internal and external sources where necessary.


• Persuade others using straightforward techniques, clearly communicate work requirements, and explain own position with evidence when challenged.


• Evaluate current situations based on previous experience, identify advanced implications/conclusions from logical analysis of complex situations or issues.


• Recognize the contribution and ideas of colleagues and provide constructive feedback.


• Aware of the impact of their area on the EDI agenda and able to foster inclusive workplace relationships and drive continuous improvement.


• Experience working successfully with Senior Managers on complex HR issues.


• Ability to challenge and influence, as well as take ownership and responsibility.


• Effective working relationships with people at all levels, building strong relationships.