HR Business Partner

Scottish Federation of Housing Associations; Glasgow; On-site; GBP 43,737 - 53,456; Full time

Job summary

A prominent housing organization in Glasgow is seeking an HR Business Partner to provide professional advice and support. This full-time role involves managing complex employee relations cases, coaching managers on best practices, and contributing to the People Strategy. An ideal candidate will have extensive HR experience and a solid understanding of employment legislation. This position also emphasizes continuous improvement and collaboration across the organization.

Qualifications

• Significant experience in handling complex employee relations cases.
• Proven track record in HR management and people development.
• Understanding of current employment legislation.

Responsibilities

• Manage complex employee relations cases fairly and sensitively.
• Coach managers on effective people management practices.
• Contribute to the development of the People Strategy.

Skills

Employee relations

HR policy compliance

Change management

Coaching managers

Data analysis

Education

CIPD Level 7 or equivalent

Job description

Full time, 35 hours per week (M-F) Temporary 2 years FTC. EVH Grade 8, PA28 to PA31 £48,597

Job Type: Full Time

Job Purpose

The HR Business Partner is responsible to the CEO through the Head of People Services for delivering high‑quality, professional people advice and support to managers and leaders across Maryhill Housing. The postholder will lead on complex employee relations matters, support fair and consistent people management practices, and contribute to the delivery of the People Strategy in a way that reflects Maryhill Housing’s values of think customer first, see it through, value people’s differences, and listen and improve. Through effective people practice, the role will support achieving excellence across the organisation, enabling staff to deliver high‑quality services and positive outcomes for tenants and customers.

General Responsibilities

• Ensure effective management of complex employee relations cases
• Support and coach managers to build skills and confidence in managing people issues within their own area of responsibility
• Ensure HR operations and practices are aligned to latest employment legislation, ACAS guidance, EVH terms and conditions and organisational policies
• Identify employee trends and patterns through monitoring and review of data
• Working with managers at all levels to support organisational change
• Contribute to People centred projects and initiatives to improve manager capability, employee and customer experience, and organisational effectiveness

Key Responsibilities

Employee Relations

• Lead and manage complex employee relations cases including disciplinary, grievance, absence management, performance management, dignity at work, redundancy, restructuring, and capability issues, ensuring matters are handled fairly, sensitively, consistently and thoroughly from start to finish (see it through).
• Provide clear, timely, and pragmatic advice to managers on employee relations matters, employment law, and good practice, supporting high standards of people management and service delivery (achieving excellence).
• Support and coach managers to build confidence and capability in managing people matters in line with Maryhill Housing’s values, promoting respectful, inclusive, and high‑performing teams (value people’s differences).
• Ensure employee relations cases are managed in accordance with organisational policies, EVH terms and conditions, employment legislation, and relevant ACAS guidance and Codes of Practice. (achieving excellence)
• Identify employee relations trends, learning points, and improvement opportunities, using data and feedback to strengthen practice and outcomes (listen and improve).
• Build and maintain positive working relationships with internal and external stakeholders through collaborative working (think customer first).

HR Business Partner

• Working with and under the guidance of the Head of People Services, partner with managers and senior leaders to support workforce planning, organisational design, and service change, ensuring “people” impacts are fully considered and aligned to organisational priorities (think customer first).
• Working with the Head of People Services, contribute to the development and delivery of the People Strategy, supporting a culture of engagement, wellbeing, inclusion, and high performance that underpins organisational excellence. (achieving excellence)
• Act as a trusted advisor to managers, balancing organisational needs with fairness, employee wellbeing, and positive employee relations. (listen and improve)
• Provide constructive challenge and professional guidance to support values‑led decision‑making and continuous improvement. (think customer first).
• Ensure advice and guidance is in accordance with latest legislation, policies and terms and conditions. (think customer first)
• Support and coach managers to promote and achieve excellent performance across the organisation (achieving excellence).
• Monitor KPIs to ensure standards are in line with strategic objectives and the business plan (see it through).
• Working with the L & D lead and managers, identify performance/capability gaps and facilitate restorative actions. (listen and improve).

Change & Continuous Improvement

• Working with the Head of People Services and senior staff to support organisational change initiatives, including restructures and service improvements, ensuring people impacts are clearly communicated, managed effectively, and followed through to completion (see it through).
• Promote consistent, fair, and high‑quality application of employee relations practice across Maryhill Housing. (think customer first).
• Contribute to people‑focused projects and initiatives that improve manager capability, employee and customer experience, and organisational effectiveness, using learning and feedback to drive excellence (listen and improve).
• Update policies to ensure they are aligned with changing legislation and ensure changes are communicated as required to stakeholders.
• Ensure own continuous development and knowledge is up to date and in line with HR and legal developments (listen and improve).

Corporate Responsibility

• Ensure compliance with all regulatory, statutory and legal requirements and other directives.
• Comply with MH’s policies including our code of conduct, health and safety, anti‑fraud and bribery and equalities policies.
• Ensure effective communication in plain language, both internally and externally; to ensure people are informed, engaged and find it easy to access our services and contact us and understand our information and the decisions we make.
• Maximise the use of IT to improve efficiency and increase productivity.
• Produce accurate and timely performance information and data, including information required for regulatory and statutory returns.

Contact Information

Contact name: HR Recruitment

Email address: [e-mail]