HR Business Partner

SBFM Limited, an organisation experiencing rapid growth, is seeking a dynamic and experienced HR Business Partner to join our team. Experience of UK Employment law will be required in order to hit the ground running in this position.

As a HR Business Partner you will be responsible for supporting the achievement of organisational objectives by partnering with key stakeholders within allocated area of responsibility. You will provide expert HR leadership and service to develop and instil best practice people management initiatives across the business. Supporting the CEO and Head of Human Resources to achieve the People Plan by acting as HR lead on a range of projects and responsibilities.

Duties and Responsibilities:
- Provide a professional and strategic consultancy and advisory service to allocated area of responsibility:
- Support the Head of HR with the creation, delivery and monitoring of a local HR plan which underpins the HR strategy and supports the achievement of operational objectives.
- Build and develop effective, collaborative working relationships with BU Directors in order to influence the local people agenda and activity.
- Work with business managers to ensure the delivery of the Employee Proposition, and to develop a motivational and rewarding working environment that will facilitate the achievement of business objectives.
- Facilitate and deliver HR calendar events into the business ensuring robustness and consistency e.g annual appraisals etc.
- Identify mid to long term training needs and priorities, coaching managers to identify training requirements from individual annual appraisals and feeding into the corporate Training Needs Analysis and Training Plan development.
- Identify mid to long term resource requirements and feed into the corporate Resource Plan. Maintain the local plan and monitor headcount, liaising with the HR Resourcing team to ensure recruitment activity reflects the business need.
- Support the Head of Human Resources in building the BU succession plan to support the corporate succession strategy, and help identify and develop high potential people within the BU.
- Champion the use of HR MI and key people measures locally – identifying trends and delivering initiatives and interventions to bring about performance improvements.
- Develop the BU line managers’ HR capability and people management competence, professionalism and consistency of approach in line with the People Management Framework through coaching, mentoring and delivery of local training events.
- Coach and mentor the line management population in the application of HR policy and practice.
- Support line managers with the management of complex/high risk ER cases through advice and coaching, ensuring approach is pragmatic and within an acceptable level of business risk.
- Provide HR support for organisational change and restructuring activity and projects within the BU, supporting the line manager with redundancy situations, and collaborating with the HR Transition Manager specifically with contract bid work.
- Support the local implementation of cultural change initiatives and embed organisational values and behaviours in the business.
- Work with other HRBPs to share best practice and raise BU policy/practice issues. Ensure the Head of Human Resources has a business perspective to inform the shaping of HR strategy, policy and product development.
- Support the line managers with recruitment selection activity as appropriate, liaising with the Resourcing team.
- Drive the delivery of core HR processes into the business: Support the Head of HR in monitoring of HR service levels and fostering the relationship between the business and the HR Shared Services to ensure continuous improvement and regular reviews of customer needs.
- Support and encourage positive employee relations, engagement and communication. Build constructive working relationships locally with Trade Unions, leading or supporting local consultation when required.
- Support HR initiatives and projects outside of dedicated business area, as assigned, as a member of the wider HR Business Partnering team.

Qualifications and Skills:
- Demonstrable experience in a similar role (ideally within facilities management).
- Degree qualified or equivalent
- CIPD qualified or part qualified
- Experience of operating in a complex, commercial, multi-divisional, multi sited organisation.
- Detailed understanding of preferably all aspects of HR Management including talent management/succession planning, change management, employee relations, TU involvement including dealing with Industrial Relations issues.
- Demonstrable track record of devising and implementing successful HR interventions with bottom line contribution.
- Solid and up to date knowledge of practical HR principles and practices as well as employment legislation
- An understanding of human capital measurement and delivery of performance improvement interventions
- Experience of supporting organisation change, including restructuring, redundancies, and TUPE transfers.
- Project planning and management experience an advantage.
- Experience of TUPE mobilisations on a large contract.
- A proven track record of operating as a business partner.
- Strong teamworking skills
- Good stakeholder management and communication skills: Able to build and develop good quality professional relationships.
- Ability to work openly and collaboratively to maximise overall organisational health.
- Good commercial acumen
- Well organised and responsive
- Ability to balance local delivery with a broader business-wide perspective.
- Facilitation and coaching skills. Competence in training delivery an advantage.
- Proficient IT skills including MS Word, MS Excel and MS PowerPoint.
- Comfortable with data analysis and numerical reasoning
- Capacity to learn.

Company Values:
• Be a good person • Play as a team • Think differently • Make an Impact