HR Business Partner Regional - Scotland · Scotland

Omexom UK; Scotland; Hybrid; GBP 60,000 - 85,000; Full time

Job summary

Omexom UK is seeking a Regional HR Business Partner for Scotland to deliver a full range of HR services including recruitment, performance management, employee relations, training and development, succession planning and organisational change.

You will work with line management across the region to coach managers on employment contracts, ensure adherence to UK & RoI law, and drive HR projects that align with business needs while travelling across the UK and RoI as required.

Qualifications

• CIPD Level 7 qualification with a track record of delivery in a complex business environment.
• Knowledge of legislation, employee relations, and commercial awareness.
• Articulate, credible, with high level influencing and communication skills.
• Ability to cope with a demanding workload.
• Ability to be a problem solver who can develop workable and practical solutions.
• Working knowledge of Microsoft Office.
• Up to date knowledge of current NI/GB/RoI employment legislation and developments.
• Access to transport to meet the requirements of the role, with flexibility to travel throughout the UK and RoI.

Responsibilities

• Organisational Development: HR Business Partner to the operational decision-makers within the business ensuring that the HR agenda is integral to all plans and actions.
• Translate specific business needs and plans into organisational/people solutions.
• Develop, own and drive HR projects within the business unit to deliver solutions which meet identified business requirements.
• Work with senior managers to identify development needs and ensure that appropriate solutions are delivered.
• HR Solutions: Ensure all HR initiatives within the business are implemented and achieved.
• Ensure the delivery of quality HR services to the business.
• Provide advice to managers on the implications and interpretation of UK & RoI employment law and the practical application of HR policies and procedures.
• Support managers through complex management issues, e.g., poor performance, grievances, and disciplinary issues, etc.
• Ensure relevant advice and support is available to all managers within the business.
• Resource Management: Work with the Senior Managers to create a resource strategy that includes resource planning, recruitment, retention, deployment, attendance management, etc.
• Ensure the resolution of all HR resource issues.
• Participate in the recruitment and selection process.
• Engagement: Support managers to ensure that all managers and employees understand and operate in accordance with company culture and behavioral competencies focusing on changing attitudes and behaviours where appropriate.
• Develop and manage relationships within the business in accordance with best practice principles.
• People Management: Work to effectively deliver the most appropriate HR processes and solutions.
• Proactive participation in project teams working on specific HR solutions.
• Governance: Interfaces and relationships with key stakeholders: HR team, Managing Director, Regional Directors & Managers, Business Unit General Managers, Regional employees.

Skills

Employee relations

Influencing

Communication

Problem solving

Commercial awareness

Time management

Education

CIPD Level 7

Tools

MS Office

Job description

Job Title: Regional HR Business Partner

Reporting to: HR Manager

Business Unit: Regional - Scotland

Purpose of the Position:

Reporting directly to the HR Manager, the Regional HR Business Partner will be responsible for delivering a full range of HR services including recruitment, performance management, employee relations, training and development, succession management and management development, organisational change and continuous improvement of HR processes and procedures.

Also, to include developing strong relationships with line management and providing practical assistance across a broad range of commercial and HR issues while also coaching managers regarding people issues and offering advice on all aspects of the employment contract while ensuring that grievance, disciplinary, communications, sickness absence, performance management and all other HR processes operate effectively.

Responsibilities & Duties:

Including but not limited to the following:

Organisational Development:

• HR Business Partner to the operational decision-makers within the business ensuring that the HR agenda is integral to all plans and actions.




• Translate specific business needs and plans into organisational/people solutions.




• Develop, own and drive HR projects within the business unit to deliver solutions which meet identified business requirements.




• Work with senior managers to identify development needs and ensure that appropriate solutions are delivered.

HR Solutions:

• Ensure all HR initiatives within the business are implemented and achieved.




• Ensure the delivery of quality HR services to the business.




• Provide advice to managers on the implications and interpretation of UK & RoI employment law and the practical application of HR policies and procedures.




• Support managers through complex management issues, e.g., poor performance, grievances, and disciplinary issues, etc.




• Ensure relevant advice and support is available to all managers within the business.

Resource Management:

• Work with the Senior Managers to create a resource strategy that includes resource planning, recruitment, retention, deployment, attendance management, etc.




• Ensure the resolution of all HR resource issues.




• Participate in the recruitment and selection process.

Engagement:

• Support managers to ensure that all managers and employees understand and operate in accordance with company culture and behavioral competencies focusing on changing attitudes and behaviours where appropriate.




• Develop and manage relationships within the business in accordance with best practice principles.

People Management:

• Work to effectively deliver the most appropriate HR processes and solutions.




• Proactive participation in project teams working on specific HR solutions.

Governance:

Interfaces and relationships with key stakeholders:

• HR team


• Managing Director


• Regional Directors & Managers


• Business Unit General Managers


• Regional employees

Person Specification

Qualifications and experience

• CIPD qualified to Level 7 while possessing a solid track record of delivery within a complex business environment.


• Knowledge of legislation, employee relations, and commercial awareness.


• Articulate, credible, with high level influencing and communication skills.


• Ability to cope with a demanding workload.


• Ability to be a problem solver who can develop workable and practical solutions.


• Working knowledge of Microsoft Office.


• Up to date knowledge of current NI/GB/RoI employment legislation and developments.


• Access to a form of transport to meet the requirements of the role, with flexibility to travel throughout the UK and RoI.

Desirable criteria

• Construction or engineering industry experience.


• Flexibility regarding hours and work location.

Values

In line with Omexom’s values, the jobholder must possess the following qualities:

Team Spirit & Generosity – able to work effectively within and contribute to the Omexom team to deliver results, provide support and drive performance.

Trust and Empowerment – enjoy managing their responsibilities and time to ensure work is completed efficiently and professionally.

Integrity and Responsibility – enjoy taking responsibility for their duties and managing these effectively to ensure efficient high quality results.

Innovation & Entrepreneurship – continually strive to improve processes and introduce new initiatives to improve efficiency.