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HR Business Partner

Job Posted: 5 minutes ago

Salary: £ 52,323 - 55,323 / Annum
Job Type: Permanent
Location: IG1, Clementswood, Greater London

Expire in: a month

Job Description

Context:
We have been developing our income generating HR offer to schools and building relationships with our customers. This role is key to providing a responsive, professional, customer focused and flexible employee relations HR service to head teachers, governors, business managers and staff in schools across Redbridge. You will be the lead Employee Relations HR Business Partner to schools in Redbridge, responsible for managing cases and providing advice to schools that helps them to support their staff and deliver strong education to the young people in the borough.

As a member of the schools HR team, you will be driven to achieve the best and be hardworking, respectful and professional to our colleagues and customers. You will deliver a high quality customer service in a fast-paced, customer focused environment and be able to adapt rapidly to shifting demands and priorities and be flexible whilst maintaining a high level of professional credibility. The cases we manage are constantly changing and no two days are the same. You will need to be able to adapt rapidly to shifting demands and priorities and be highly responsive. It is a challenging role but at the same time, highly rewarding as we can see the difference we make to staffing and in turn, the education of children in the borough.

Generic accountabilities:
Act as a role model for the approach and behaviours expected of all staff in Education and Inclusion and contribute to the achievements of our priorities. Ensure that you work collaboratively with HR colleagues within Education and Inclusion and the Corporate HR service. Develop sustained structures, systems, policies and processes to enable the effective delivery of HR services to schools and within Education and Inclusion. Engage schools, senior managers, managers and other stakeholders to align delivery to best practice in workforce management. Manage the service in a way that promotes the Council’s approach to diversity and inclusion, at all times carrying out responsibilities and duties within the Council’s Dignity at Work Policy. Ensure that duties are undertaken with due regard and compliance with the General Data Protection Regulations and other legislation ensuring the integrity and security of confidential information. Carry out duties and responsibilities in accordance with the Council’s Health and Safety Policy and related legislation.

Main duties and responsibilities for schools:
Act as the lead HR professional with regards to employee relations (ER) with schools and work with head teachers to implement ER policies effectively and be responsible for statutory HR obligations to schools. Coach, advise and support schools on complex staffing issues in the areas of performance management, absence management, conduct and capability and other relevant ER areas. Manage complex ER cases from end to end to achieve effective outcomes for schools and individuals, providing a high quality service throughout the process, including absence management, grievance and disciplinary. Work closely with trade unions and Acas when required in relation to ER cases. Provide professional ad hoc advice with solutions to schools on ER related issues to facilitate the effective management of people resources and issues. Advise schools on risks, benefits and options to achieve effective operational people management and negotiate with schools and trade unions to achieve results that minimise risk to the school.

Work with the corporate legal and HR teams on schools’ cases referred to Employee Tribunals to prepare information and data as required. Work with the Director for Education and Governor panels on the recruitment of head teachers, liaising with third parties as required and ensuring all HR administrative processes are completed. Support the recruitment of staff within schools including advertising, interviewing and induction. Work with the HR Business Partner to evaluate job roles using the GLPC and NJC schemes. Advise and support School Board of Governors at appeal hearings.

Working collaboratively with corporate HR and Pay and Contracts, lead on complex change programmes including TUPE and reorganisations in schools to implementation, providing professional support, advice and guidance and HR administrative processes as required. Ensure effective implementation of the 3R’s policy and procedure in schools, providing a high quality service at all times.

Customer service:
Provide high quality and professional HR advice and solutions promptly to schools to ensure that HR issues are managed in a fair and consistent manner. Provide a high quality, timely, responsive professional HR service to schools, providing support and advice in a prompt and pro-active manner to ensure that HR issues are managed in a fair and consistent manner. Work as part of the overarching team ensuring that all solutions are delivered in a timely manner, delivering pro-active resolutions prioritising need across the area. Lead on communications to customers in relation to operational HR matters.

Income generation:
Seek to identify ways of improving the quality and value of the HR service delivered to schools and identifying opportunities where revenue can be generated through the provision of HR services. Develop and maintain strong working relationships with schools to encourage a high level of confidence in the HR service and constructive relationships with the trade unions. When needed, work with the HR Business Partner to develop policies, guidance and training for schools based on ER casework and queries.

Education and Inclusion:
Work with Education and Inclusion’s management team and corporate HR to support ER cases for colleagues as required to ensure that cases are dealt with efficiently and expediently. Lead on the collection and analysis of employee data including staff absence, turnover and establishment data and report to managers to ensure effective management of employees. Oversee employee induction and development, ensuring that staff have access to resources in order to grow and be successful in their roles. Lead on equality and diversity within Education and Inclusion, linking in with corporate activities and developing a culture of inclusivity. Support managers to conduct exit interviews and use the feedback to develop the service.

General responsibilities:
Keep up to date with employment legislation and best practice. Attendance at meetings outside of office or school hours as and when required. Ensure that duties are undertaken with due regard and compliance with the General Data Protection Regulations and other legislation ensuring the integrity and security of confidential information. Carry out duties and responsibilities in accordance with the Council’s Health and Safety Policy and related legislation. Adapt rapidly to shifting demands and priorities and be flexible whilst maintaining a high level of professional credibility. Take on any additional duties commensurate with the grade of the post

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