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JOB DESCRIPTION JOB TITLE Assistant HP Business Partner DEPARTMENT Human Performance REPORTS TO Senior / HP Business Partner POST HOLDER GRADE AND ROLE PROFILE C Lower JOB PURPOSE To support the delivery of a professional HP Business Partnering service to the Northwest Regional Development Agency (NWDA), partner organisations and external bodies. Able to translate and interpret NWDA policies and procedures to provide appropriate and credible guidance and assistance when required across the HP remit in line with best fit HP practice, underpinned by current employment legislation. Working with Line Managers and the Senior Management Team of a certain area of the business, this role will look to establish effective people management practices in partnership with the wider HP Team. Will take the lead in managing the delivery of key elements of transactional HR. ORGANISATION CHART Dir of Human Performance (ED2)

OD / Projects

Head of Op HR (AU)

(AL) Senior HP Business Partner (AL)

Senior HP Business Partner (AL)

Senior HP Business Partner (AL)

HP Business Partner (BL)

Asst HP Business Partner (CL)

Asst HP Business Partner (CL)

Asst HP Business Partner (CL)

Asst HP Business Partner (CL)

HR Co-ordinator (DL)

HR Co-ordinator (DL)

HR Co-ordinator (DL)

DIMENSIONS • Establish effective partnership relationships with an identified internal customer group of line managers • Works with sensitive and complex issues at all levels in the business. • Has to work with a number of internal and external stakeholders • Monitors HR budgets. • Must be able to deal with volume in an efficient and effective manner with high levels of customer service. PRINCIPAL ACCOUNTABILITIES 1. Provides effective and value adding generalist HP technical support to the (Senior) HP Business Partner, Head of Operational HR and Director of HP to deliver the HP Business Partnering framework, providing fit for purpose solutions that meet business needs. 2. Deputises as appropriate for (Senior) HR Business Partners during absence or when providing support on specific projects. 3. Provides cover during annual leave or absence of other Assistant Business


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Partners. Reporting to the (Senior) HP Business Partner, takes the lead in managing the effective delivery of key elements of transactional HR as appropriate including for example Payroll, Recruitment, sick absence management, pensions and reward, job evaluation panels, the delivery of relevant, accurate and timely HP metrics and Management Information in the form of regularised (content and format to be agreed) and ad hoc reports. Contributes to the development and maintenance of policies and procedures, including mapping to the HR Information System (Snowdrop) and identifying and developing requirements. Supports the roll out and communication of policy or procedural changes across the agency and monitoring and reporting on their effectiveness. Responsible for establishing and maintaining accurate and up to date employee and HP information and documentation (covering everything from contracts to job details and pensions information) to ensure correct data is available for the HP team, ensuring legislative and audit compliance. As part of this responsibility, contributes to the development and exploitation of Snowdrop and ensuring it contains accurate and fit for purpose information to support the HP Business Partnering framework. Supports managers in face to face meetings including selection and assessment events and interviews, ill health management, investigations, disciplinaries and grievances. Effectively participates in HP projects or other ad hoc work as directed by the HP Business Partner, Head of Operational HR or HP Director. Works closely with other HP Team members and colleagues (including the L&D team and OD/Projects), ensuring a strong work and team ethic is cultivated. Identifies and responds when team colleagues need support and seeks help from the wider team as necessary. Take responsibility for a functional area / process within the HP Team and ensure it follows best practice and utilises available HRIS appropriately Work closely with the HP and Snowdrop Teams to understand the potential impact of HRIS on the business and HP and to ensure that Snowdrop is fully integrated into all HP internal activity

PLANNING AND ORGANISING • The postholder is responsible for planning own activities, on a daily, weekly monthly and annual basis. • Is also responsible for delegating activities to HP Co-ordinators. • Meets the HP Team and Agency deadlines. • Postholder must plan and agree timeframes for completion of tasks with other HP team members. DECISION MAKING • Makes decisions in relation to their own particular field of activity. Consults where appropriate with more senior colleagues in the case of overlapping responsibilities. Uses sound professional judgment when making decisions. • Makes decisions independently and the HP Business Partner may review work for accuracy, consistency and adequacy of professional judgment as necessary. INTERNAL AND EXTERNAL RELATIONSHIPS The post holder must develop a professional working relationship with the following individuals: HP team members, Executive Directors, line managers and staff, staff representatives, NWDA Board members, HR agencies and consultants. KNOWLEDGE, SKILLS AND EXPERIENCE NEEDED


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This post requires full or finalist CIPD qualification in conjunction with experience of working in a professional HR function. Demonstration of sound and broad understanding of HR and its practical application. Demonstrates ability to cope with volume and complexity in a busy HR environment. British Psychological Society Level A and B Administration level would be desired. Demonstrate business awareness and the ability to influence with personal credibility. Demonstrates the capability to support the HP Business Partnering framework. Demonstrates a positive, flexible and proactive approach to work and actively supporting the delivery of a Hp function. Knowledge of current employment legislation and its implications for both employer and employees. A strong communicator with the ability to advise as appropriate on sensitive HP issues at all levels. through exceptional interpersonal skills and diplomacy Ability to work under pressure to deadlines. Experience of managing high volume HR processes. Knowledge and experience of dealing with HR procedures e.g. Disciplinary, Grievance. Strong organisational skills with the ability to work flexibly across a range of wide HR issues Excellent IT skills with experience in Microsoft office packages and Personnel software.

• SPECIAL FEATURES This role requires some who is proactive and positive in their approach. They must have confidence in terms of their subject matter knowledge and in their ability to develop effective working relationships, both internally and externally to the HP Team. WHERE DOES THIS ROLE NEED TO BE BASED Warrington COMPETENCY PROFILE Competencies Building and Managing Relationships B Actively develops relationships o Opens discussions with others about the quality of working relationships in addition to task focus o Has a strong, purposeful wide network of contacts o Takes steps to manage how others view them o Makes time to meet people and develop mutual understanding Teamwork B Proactively engages others o Identifies and responds when colleagues need support. o Seeks help outside the immediate team when appropriate. o Solicits help from colleagues e.g. an “expert” on a particular type of issue. o Shares information, skills and ideas with others. o Thinks of team performance in addition to the achievement of personal accountabilities.


Striving for Success C Sets and achieves targets o Regularly exceeds targets/expectations. o Sets high standards for self and/or others. o Has a drive to create and deliver own standards of excellence. o Makes changes in methods of work to improve business results. Service Orientation C Works to exceed customers expectations o Delivers more than was promised. o Matches underlying customer needs with available or customised products or services. o Offers the customer tailor-made solutions based on identified needs. o Takes action for the customer beyond normal expectations. Information Seeking B Digs deeper and performs systematic research o Does not stop with the first answer or superficial information; finds out the underlying reasons why something has happened. o Knows when it is appropriate to draw on previous experience and when to seek new information. o Contacts others who are not personally involved to get their perspective or benefit from their experience. o Over a limited period of time conducts an in-depth investigation, consulting a variety of resources, to answer a specific query or address a business issue. o Builds up a broad understanding of the business operations. Effective Influencing B Develops and implements influencing approaches o Adapts the content, style and tone of communications to the needs of the audience; varies the language and business terms with different customers. o Uses a combination of logical argument, personal conviction and passion to create a winning case. o Uses understanding of the organisation (culture, structure) to tailor the approach. o Involves others in decisions in order to gain support. SELECTION AND ASSESSMENT Minimum process: Panel Interview R Competency Assessment R

JOBHOLDER SIGNATURE: IMMEDIATE SUPERVISOR/

Additional relevant process: Presentation R Written report 0 Group discussion R In-tray exercise 0


MANAGER SIGNATURE: DATE:


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