HR Business Partner

  • Contract
  • Bristol, South West
  • Posted 3rd August 2022
  • £45000 - £55000 per Annum
  • Ref: HR BP FTC
Artis Recruitment are currently supporting an exciting business with the recruitment of a HR Business Partner for a 12 month FTC which can be based in either Bristol or Bridgwater 1-2 days a week with Hybrid working. This is a full time position paying £45-55,000 pa FTE however our client would also consider 4 days a week prorated.

Job Purpose / Overview
Reporting directly to the Head of People, the HRBP will work in partnership with designated line managers, providing professional advice and direction, commercial HR solutions and operational support to them, and enabling them to implement the business's agreed people plans to improve Business Unit or function performance.

The Consultant will work in collaboration with the Corporate Functions, Centres of Excellence, local Business Unit specialists and in partnership with the delivery teams of HR Shared Services to facilitate delivery of HR services required by the business area they support.

Operating Environment
The post holder will need to be someone who can operate in an ambiguous environment that is under-going constant change. The post holder will be responsible for developing and implementing HR processes aligned to the project needs.

Framework & Boundaries
The HRBP operates as a member of the business area management team and supports the HRBP Manager/Head of in the delivery professional HR support to the Business Unit or Functional leadership team. The post holder will work in close partnership with key stakeholders within the Corporate Functions, People Development and Resourcing Centres of Excellence, HR Shared Services and Business Unit HR Specialists in order to deliver our people related plans, policies

Principal Accountabilities
*Supports the HRBP Manager/Head of in delivering annual salary reviews, data capture and MI to support with bonus payments, including local incentive schemes ensuring that they are implemented fairly and consistently by your line managers
*Support the HR Business Partner Manager/Head of to ensure remuneration package details for new appointees in your business area are in line with company policy, processes and procedures
*Conduct regular reviews and prioritise learning and development needs for your business area in line with the business area objectives and Corporate budget allocations
*Support the HR Business Partner Manager/Head of and People and Learning and Development team in the effective evaluation of training and development interventions within the business area you support
*Work collaboratively with HR colleagues in the Corporate Functions, Centres of Excellence, and local Business Unit specialist teams and HR Shared Services to ensure that line managers receive all the HR transactional, process support management information ,advice and guidance they need to effectively manage their team
*Support the regular review and assessment process of the delivery of services provided by Corporate Functions, local Business Unit specialist teams and HR Shared Services
*Promote diversity and inclusion as fundamental elements of the company's culture, highlighting any Business Unit issues to the HR Business Partners Manager/Head of in supporting the implementation of practical solutions within the Business Unit or function
*Monitor the impact of change on individuals in your business area to enable you to highlight any potentially adverse impact
*Provide line managers with support for delivery of local organisation change initiatives including supporting the HR Business Partner Manager/Head of with organisation design, local restructures and cultural changes
*Support the implementation of company wide change management/business improvement activities, to promote their effective implementation and communication
*Liaise with the HRSS Recruitment and Resourcing teams to ensure that the business area's recruitment needs are met in line with the agreed process and Service Level Agreements
*Support line managers with the resourcing process for non managerial and junior management roles to ensure the delivery of the workforce plan
*Prompt line managers to identify and manage talent within their business area in alignment with the talent management process, including the need for mobility across the business
*Support the HR Business Partner Manager/Head of in tracking and implementing the succession planning process and plans where appropriate
*Provide line managers with the support and guidance needed to ensure that individual and team performance is effectively managed across your business area, in alignment with the company performance management framework and process
*Monitor local completion statistics and drive the outcome thorough to implementation
*Provide any expatriates joining their business area with the necessary HR support to ensure their transition and management during their assignment is smooth and satisfactory
*Provide line managers with the necessary support to enable them to effectively manage more complex individual cases e.g. disciplinary, grievance, sickness and dismissal which HRSS are unable to support
*Support the HR Business Partner Manager/Head of in the local implementation of the ER framework, procedures and management of local ER issues ensuring the ER supporting documentation is maintained and documented
*Coach and support your line managers in a wide range of areas including organisational problem solving, behavioural change, change management, employee development, employee relations and performance management
*Develop strong influential relationships with your line managers to enable you to support and challenge them to ensure their leadership approach and behaviour is in line with expectations
*Support the implementation of the people plans at the local level, in line with your business's needs and ensure the effective communication and ownership of the people plan objectives and their implementation amongst your line managers
*Engage with and prompt your mangers to ensure they keep the companies HR Records accurate and utilise HR Information to facilitate good HR practice

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