HR Business Partner (1-year FTC)

Job description

Job responsibilities

HR Projects & Continuous Improvement Lead, contribute to and review HR projects and procedures that improve organisational effectiveness and staff experience, including: o Reviewing, updating and creating policies, accompanying letters, templates and guidance materials. o Leading and supporting aspects of the ED&I workplan and wider ED&I projects and reporting. o Reviewing recruitment and onboarding processes, identifying improvements to enhance fairness, inclusivity and efficiency. o Reviewing and improving HR processes and workflows across the People team. Also including contracts, terms and alignments. o Reviewing staff benefits to ensure competitiveness, alignment to values, and consistency of approach. o Other HR projects identified in conjunction with the Head of HR. Conduct research into best practice and ensure policies and processes reflect current legislation and sector standards. Produce project plans, timelines and progress updates for senior stakeholders. Work with L&D and when required lead on training of HR policies Provide support and guidance to the wider HR team, supporting crossteam collaboration. Contribute to a culture of continuous improvement, inclusivity and innovation within the HR team. Employee Relations & Business Partnering Build strong, effective relationships with internal stakeholders, acting as a trusted HR partner. Provide advice, coaching and support to managers on a range of employee relations matters (including disciplinary, grievance, capability, and performance issues) giving clear and concise advice, escalating complex issues to the Head of HR Support and manage sickness and absence cases, advising on appropriate returntowork plans and escalation routes Ensure all ER activity is underpinned by legislation compliance and regulatory frameworks, as well as the Hospices values, policies, and commitment to fairness and inclusion Prepare and support on case documentation, meeting notes, letters and outcome documentation Work with managers to identify trends and support preventative interventions, including manager capability development Maintain accurate records and ensure compliance with legal requirements and best practice Advising managers on recruitment and selection, including reviewing and updating job descriptions, discussing recruitment strategies and recruitment campaigns Coach managers to improve people management capability and confidence. Support on and provide advice on change management activities, such as restructures, TUPE and other organisational change situations ensuring correct information and consultation processes are followed Provide guidance and advice to employees on people policies, pay and benefits and terms and conditions of employment Creating, analysing and reporting key HR MI data and insights in order to make informed, evidence based decisions

Person Specification

Qualifications

Essential

• Good literacy and numeracy skills (GCSE or equivalent level, or demonstrable experience using these skills in the workplace)
• Evidence of continuing professional development in HR or employment law

Desirable

• CIPD Level 5 (or equivalent experience)
• Coaching or mediation training
• Project management training or certification (e.g., PRINCE2, Agile awareness)

Experience

Essential

• Previous experience working at People Business Partner / Senior Adviser level in a generalist role
• Experience leading HR projects such as policy development, process improvement, and/or ED&I initiatives
• Significant experience of supporting managers in all areas of HR matters including performance management, disciplinary & grievance, absence & sickness, variation of terms, termination of employment and recruitment, etc.
• Strong working knowledge of UK employment law and HR best practice
• Experience of analysing HR data and drawing insights for decisionmaking
• Experience supporting organisational change, restructures or complex casework
• Experience supporting or delivering ED&I workstreams

Desirable

• CIPD at least Level 5 qualified and/or have equivalent proven level of experience
• Experience of advising on organisational change, including redundancy and TUPE
• Previous experience of handling recruitment campaigns
• Experience contributing to employee engagement activity and/or benefits review
• Experience of working in the NHS or Retail organisations

Additional Criteria

Essential

• Strong influencing and coaching skills, with the ability to guide and challenge managers constructively
• Excellent communication skills, able to convey complex information clearly and with sensitivity
• Strong organisational and planning skills, able to manage multiple priorities and meet deadlines
• High attention to detail and accuracy in documentation, letters, and casework
• Ability to analyse data, identify trends, in order to make evidence-based decisions and present insights to stakeholders
• Skilled in building credible, trusting relationships at all levels
• Confident IT skills, including HRIS use and proficiency in MS Office applications
• Applies an inclusive and equitable approach across all HR processes
• Remains calm under pressure and handle sensitive information with confidentiality
• Communicates with empathy and sensitivity when supporting colleagues and managers
• Offers innovative, solutionfocused ideas and contributes to continuous improvement
• Explains complex employment issues and legislation clearly, using accessible, nontechnical language

Additional Criteria

Essential

• Professional, approachable and confident, with the ability to work autonomously
• Valuesdriven, with empathy for the mission and ethos of the Hospice
• Calm and resilient, able to manage sensitive or complex situations with discretion
• Proactive, solutionfocused and committed to continuous improvement
• Demonstrates integrity, fairness and a commitment to equality, diversity and inclusion
• Positive team contributor, supportive and collaborative

Disclosure and Barring Service Check

This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.

Employer details

Employer name

St Peter’s Hospice

Address

St Peter's Hospice

Charlton Road

Bristol

Somerset

BS10 6NL

Employer's website

https://www.stpetershospice.org.uk (Opens in a new tab)