HR Business Partner

Colonial Group; Leatherhead; On-site; GBP 65,000 - 90,000; Full time

Job summary

Colonial Group is seeking an HR Business Partner in Leatherhead to act as a strategic link between leaders, managers and employees. You will support workforce planning, talent and succession, and leadership development through policy guidance, people analytics and stakeholder engagement.

You will collaborate with HR, payroll, IT and L&D to drive organisational change, ensure policy compliance and deliver coaching and development at senior levels.

Qualifications

• 5+ years of commercial HR experience
• CIPD L5 or above (or practical business experience in relevant areas)
• Mediation

Responsibilities

• Supporting and guiding Managers and Leaders in their everyday work, ensuring they are familiar with and follow fair practices to provide employees with a psychologically safe workspace
• Workforce planning, including talent and succession management and working effectively with relevant team members on organisational change
• Help drive positive employee engagement through positive actions, people analytics and action plans. Managing delivery and follow up of Employee Engagement Surveys
• To support, lead or guide disciplinary & performance proceedings in line with the relevant policy
• Assisting with policies to ensure they are maintained in line with legislation and business needs.
• Working closely with GDPR & SOC, Legal and Compliance Teams where required
• Engaging with L&D on leadership capability and support programmes.
• To support the HR Team, encouraging development & growth through shared experiences and guidance.

Skills

Excellent communication

Empathy / Listening Skills

Data Analytics

Stakeholder engagement

Coaching experience

Education

English Language & Maths to O Level or above

Psychology/A-level or Coaching Experience

Tools

Dayforce or similar HRIS

Job description

PURPOSE OF JOB:
The HR Business Partner is a key connection for Leaders, Managers and Employees supporting employee engagement and leadership through guidance on policy, process and accountability. Working at senior level with the Head of HR and C Suite on workforce planning, talent and succession using people analytics to support decision making.
This role will work closely with all team members of the wider HR function (Recruitment and L&D), Payroll and IT to ensure effective organisational change, gain stakeholder management and develop capability across the organisation.

KEY RESPONSIBILITIES

• Supporting and guiding Managers and Leaders in their everyday work, ensuring they are familiar with and follow fair practices to provide employees with a psychologically safe workspace
• Workforce planning, including talent and succession management and working effectively with relevant team members on organisational change
• Help drive positive employee engagement through positive actions, people analytics and action plans. Managing delivery and follow up of Employee Engagement Surveys
• To support, lead or guide disciplinary & performance proceedings in line with the relevant policy
• Assisting with policies to ensure they are maintained in line with legislation and business needs.
• Working closely with GDPR & SOC, Legal and Compliance Teams where required
• Engaging with L&D on leadership capability and support programmes.
• To support the HR Team, encouraging development & growth through shared experiences and guidance.

INDIVIDUAL RESPONSIBILITIES

Talent & Succession

• Working with the Head of HR, C Suite and Leaders to ensure that Talent and Succession planning and management is effective and planned.
• Engaging with the L&D Team on Coaching and leadership support

Absence and Return to Work Engagements

• Offering support and guidance for Managers handling long or short-term multiple absences as appropriate
• Supporting with return-to-work meetings for those who have been on long term leave
• Working with the H&S Officer and HR Officer to create a return-to-work plan for long term absentees or those who have long term medical concerns

Policy & Procedure

• Helping to create policy documents or updating procedures relating to the full life cycle of employment
• Assisting in the documentation of processes and assisting with testing HR System
• Supporting Managers in best practice
• Maintaining policy and process within the bounds of business needs and employment law

Employee Engagement & Feedback

• Supporting the HR Team with annual engagement survey (external Great Place to Work or similar)
• Creating pulse surveys & Engaging with HR and User Groups to build a plan for resolving issues and concerns

Incentives Engagement & Benefits Support

• Working with Directors to drive engagement around our incentive programmes
• Working with the CPO and Head of HR on Benefits programmes alongside Payroll

Disciplinary & Grievance Matters

• Engaging with Manager and Employee for Disciplinary Meetings or supporting the HR Officer in such matters
• Engaging directly with Employees on Grievance Hearings or supporting the HR Officer in such matters
• Facilitating Mediation where required

GDPR & Compliance

• Working with Legal and Compliance on matters that relate to GDPR & Assisting Legal with SAR requests
• Working with the HR Team to ensure that HR Data & Processes comply with Audit requirements

General HR Team Support

• Providing guidance and education to other team members and supporting Head of HR in strategy and direction for the team.

People Analytics

• Supporting organisational change and providing data to support effective business decisions

QUALIFICATIONS, EXPERIENCE, & SKILLS

Educational Qualifications

• English Language & Maths to O Level or above - Essential
• Psychology to A Level or Coaching Experience - Desirable

Professional Qualifications

• CIPD L5 or above (or practical business experience in relevant areas)
• Mediation

Years of Experience

• 5 plus years of commercial experience (Similar industry advantageous) ESSENTIAL

CORE COMPETENCIES & SKILLS

• Excellent communication skills both written and oral – Coaching experience advantageous
• Previous use of Dayforce or similar HRIS essential
• Empathy / Listening Skills
• Strong understanding of business needs and HR policy application
• Experienced in Data Analytics

MEASURES & GOALS

OBJECTIVE MEASURE FREQUENCY
Communication & Engagement Engagement Survey Response Rates & Scores Ongoing
Guidance & Support of Leaders Coaching, Organisational Change, Talent Planning Ongoing
Data Analytics Regular useable data to support business decisions Ongoing
WIDER TEAM NETWORK
Internal • All Stakeholders and Employees
External • Wellbeing Providers, Employment Law Provider, ACAS, EAP & Engagement Support

WIDER TEAM NETWORK

Internal • All Stakeholders and Employees
External • Wellbeing Providers, Employment Law Provider, ACAS, EAP & Engagement Support