Strategic HR Business Partner

UK Research and Innovation; Warrington; Hybrid; GBP 57,000; Full time

Job summary

A government research organization is seeking HR Strategic Business Partners to support their transformation programs. This role involves developing local people strategies, partnering with senior leaders, and managing HR service delivery. Strong experience in HR roles and effective stakeholder influencing are crucial for success. The position offers a competitive salary and encourages hybrid working conditions.

Benefits

Civil Service pension scheme

Flexible working options

Tailored learning and development

Inclusive work culture

Qualifications

• In-depth knowledge of HR roles in complex environments.
• Experience in developing people-focused interventions.
• Demonstrable collaboration and influencing skills.
• Experience of managing multiple workstreams.

Responsibilities

• Develop trusted relationships with leaders and managers.
• Support business transformation and culture change.
• Ensure effective HR service delivery.
• Manage employee relations cases.

Skills

CIPD membership

Organisational development

Data analytics

Stakeholder influencing

Communication

Change management

Education

University Degree or equivalent experience

Job description

Overview

Two 12-month opportunities exist for HR Strategic Business Partners to partner with senior leaders in the Science and Technology Facilities Council developing and directing an HR agenda that closely supports organisational and business goals and builds organisational and people capabilities. These opportunities have arisen as STFC embarks on a Transformation Programme requiring additional resource to join the STFC HR business partnering team.

The roles will support the development of local people strategy and, with the support of HR community and centres of expertise, deploy appropriate processes and solutions throughout the business.

The roles will be based at Rutherford Appleton Laboratory in Oxfordshire or at Daresbury Laboratory in Cheshire although travel to all STFC UK sites will be required on a regular basis. Whilst hybrid working is encouraged, the roles would normally be on-site at least 3 days per week.

Responsibilities

• Develop trusted partnering relationships with leaders/managers, building professional credibility and mutual trust.


• Support leaders/managers in navigating business transformation and culture change activities through providing advice, challenge, coaching and being "a critical friend" across their access to and use of the full range of HR services.


• With the HR Operations team, ensure effective HR service delivery to managers and employees, meeting regularly to review themes arising from queries, requests, casework and campaigns; address any issues, complaints or ideas arising.


• Develop and deliver a programme of interventions to ensure that current and future skill/capability requirements are captured and prioritised as part of the skills strategy and incorporated into learning and development programmes.


• Provide challenge, suggestions and interventions for restructuring, improved ways of working, team effectiveness, productivity and morale, and changing working practices - sharing insights and drawing in the centres of expertise support for local managers/leaders as required.


• Support the rollout of new initiatives (e.g., workforce planning, performance management, leadership and learning), engaging effectively with leaders/managers to ensure their buy-in to the changes, and delivery against UKRI and local objectives.


• Oversee the development and delivery of people related planning initiatives (e.g., workforce and budget plans, risk registers) to ensure the agenda is understood and debated by managers/leaders; with Resourcing and HR Operations, ensure effective attraction/selection/hiring, appointment, redeployment, secondment, exit and termination.


• Support the delivery and local implementation of the annual HR business lifecycle and manage the local deployment of reward and performance management to deliver alignment and compliance.


• Support the development of local people management capability, working with colleagues in HR Operations to ensure access to good advice and encourage adoption of self-service.


• Maintain oversight of local employee relations cases to ensure that risk is understood, cases are consistently resolved, root causes identified and tackled, and that escalated cases are concluded satisfactorily.


• Analyse and gather insight from HR data, surveys and other feedback to monitor and report on KPIs, diagnose issues/trends/concerns, ensuring mitigations/plans are in place and escalating as necessary.


• Create and deliver HR programmes to embed initiatives, support cultural and behavioural change and deliver transformation projects of varying scope; provide MI on projects/initiatives, giving appropriate risk assurance to stakeholders.


• Support the local delivery of a range of UKRI HR projects and programmes, ensuring initiatives are prioritised and delivered with impact and pace, following recognised portfolio, programme and project management methods, considering people implications, opportunities and risks, and delivering agreed people benefits.


• Line Management responsibilities for one or more team members.

Qualifications

• CIPD membership and/or University Degree or equivalent relevant professional experience.


• In-depth knowledge and experience of successfully leading in a variety of HR roles in complex organisational environments/specialist workforces (including demonstrable organisational development experience).


• Experience in developing local people focused interventions within an overarching HR strategy and frameworks that support performance management, talent, leadership and capability development, workforce planning, recruitment, behaviour and culture change.


• Demonstrable collaboration skills, and experience of influencing stakeholders and decision makers.


• Experience in using data and analytics to bring new insight, demonstrate impact and return on investment.


• Strong influencing and communication skills with experience of empowering diverse teams to drive change, engagement and capability development, inclusion and diversity.


• Experience of managing and prioritising multiple change management and project management workstreams.


• Experience of leading and developing individuals and small teams.

Benefits

• Salary: £56,745 plus a Civil Service pension scheme contribution of £16,439 for a total package.


• Learning and development tailored to your role.


• An environment with flexible working options.


• A culture encouraging inclusion and diversity.


• A Civil Service pension with an employer contribution of 28.97%.

Things you need to know

Selection process details

1st interview incl presentation. Interviews will either take place remotely via Teams or in person, face to face. Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check. They must meet security requirements before appointment. The level of security needed is security check. See our vetting charter. People working with government assets must complete baseline personnel security standard checks.