Job summary
We have an exciting opportunity for a People Business Partner (Employee Relations), to join the Claire House team, on a 12 month fixed term contract. If you are passionate about providing an excellent service to managers and staff enabling them to live the Claire House values and operate to Claire House people policies and processes, then this could be the role for you. This is an exciting time to join Claire House as we launch our new Incredible Workforce Strategy.
You should be qualified to CIPD Level 5 or equivalent and have significant experience in a HR role.
This is a full-time role, working 37.5 hours per week (Hybrid working), however flexibility would be considered for the right candidate.
In addition to a competitive salary Claire House also offer; 35 days annual leave per annum, including 8 bank holidays (pro rata for part time staff), option to join the Claire House pension scheme, a range of wellbeing initiatives, free eyesight test, cycle to work scheme, life assurance and free on-site parking.
Main duties of the job
You will work collaboratively with other team members along with internal and external stakeholders to drive forward operational performance through the development and implementation of people-related processes.
You would be joining a small, supportive People Team and will have full autonomy to collaborate cross organisationally and drive innovation.
About us
Claire House Childrens Hospice helps seriously and terminally ill children live life to the full bycreating wonderful experiences and bringing back a sense of normality to family life. By providing specialist nursing and end of life care, as well as emotional support, Claire House helps families through some of the toughest times of their lives
Job description
Job responsibilities
MAIN PURPOSE OF JOB:
To provide a comprehensive service to
managers and staff enabling them to live the Claire House values and operate to
Claire House people policies and processes.
To support the HR Operations Lead by providing high quality operational
support and policy management. To
proactively support the implementation of the people strategy.
The People Partner will work
collaboratively with other team members along with internal and external
stakeholders to drive forward operational performance through the development
and implementation of people-related processes.
SCOPE OF JOB:
- Work collaboratively across the whole organisation and provide generalist and specialist HR advice, guidance and support to managers and staff across a multi-site operation.
- Work with people managers to identify and manage people risks and opportunities.
- Manage end to end complex employee relations casework.
- Support the implementation of the people strategy.
- Contribute towards and champion allocated working groups.
DIMENSIONS & LIMITS OF AUTHORITY:
- Employee headcount of 200 staff plus bank workers.
- The role will work as a part of the People team and operate within a predetermined HR budget.
QUALIFICATIONS & SKILLS LEVEL:
- CIPD level 5 or equivalent qualification, with a significant experience in a HR role.
- Strong generalist People Business Partner with proven experience in a similar role.
- Working experience of complex operational casework and formal processes including organisational restructures
- In-depth understanding of employment laws, HR best practices, and ER investigation techniques.
- Strong consultation, negotiation, and mediation skills
- Excellent interpersonal and communication skills for building rapport and influencing others.
- Empathetic and approachable demeanour, handling sensitive and confidential information discreetly.
- Team-oriented collaborator, capable of independent work and leading initiatives.
- Strong ethical standards, committed to fairness, equity, and diversity.
KEY RESPONSIBILITIES:
- Collaborating with managers to ensure they are familiar with people policies and procedures; whilst identifying opportunities and mitigating risks.
- Advising managers and employees on complex employee relations cases.
- Attending inter-departmental team meetings to encourage collaboration and flag any people related risks within the meeting.
- Collate annual reviews and ongoing supervision records, whilst escalating any issues and concerns. Ensure that the manager is actively managing and dealing with any issues or concerns.
- Facilitate the ongoing evaluation of teams through the implementation of engagement initiatives which include satisfaction surveys and forums to check in with progress against the People Strategy.
- Investigate and resolve simple and complex employee relations issues in a timely and sensitive manner, acting as an escalation point for high-risk employee relations cases.
- Support managers to conduct thorough investigations, ensuring fairness, confidentiality, and compliance with legal and organisational policies.
- Provide guidance and recommendations on disciplinary actions, grievances, and conflict resolution.
- Collaborate with leadership and management to understand business objectives and provide HR insights and solutions.
- Advise on organisational changes, restructures, and workforce planning strategies to support business goals and running full consultation on contractual changes where necessary.
- Act as a trusted advisor to colleagues, offering guidance on career development, performance management, and workplace issues.
- Promote a culture of open communication and feedback, advocating for employee welfare and fair treatment.
- Conduct training sessions for managers and colleagues on HR policies, ER practices, and compliance.
- Partner with contracted legal counsel as needed to address the legal implications of HR decisions and actions.
- Support the performance development process, working closely with people leaders and managers to set performance expectations, provide coaching, and address performance issues.
- Assist with the implementation of performance improvement plans, as needed.
- Partner with and coach people leaders in building and maintaining a positive Employee Relations environment focused on enabling a high-performance culture.
- Support the Volunteering team with general HR advice and collaborate when issues may impact the wellbeing of volunteers
This
job description does not attempt to describe all the tasks and responsibilities
of the post, but rather illustrates with examples, the main role of the
post-holder. It is therefore subject to alteration and development as and when
required.
This
role is subject to a standard DBS check.
The post holder must always act in a
professional and responsible manner and have due regard to confidentiality and
Health & Safety legislation.
Our working premises are no smoking areas
Job description
Job responsibilities
MAIN PURPOSE OF JOB:
To provide a comprehensive service to
managers and staff enabling them to live the Claire House values and operate to
Claire House people policies and processes.
To support the HR Operations Lead by providing high quality operational
support and policy management. To
proactively support the implementation of the people strategy.
The People Partner will work
collaboratively with other team members along with internal and external
stakeholders to drive forward operational performance through the development
and implementation of people-related processes.
SCOPE OF JOB:
- Work collaboratively across the whole organisation and provide generalist and specialist HR advice, guidance and support to managers and staff across a multi-site operation.
- Work with people managers to identify and manage people risks and opportunities.
- Manage end to end complex employee relations casework.
- Support the implementation of the people strategy.
- Contribute towards and champion allocated working groups.
DIMENSIONS & LIMITS OF AUTHORITY:
- Employee headcount of 200 staff plus bank workers.
- The role will work as a part of the People team and operate within a predetermined HR budget.
QUALIFICATIONS & SKILLS LEVEL:
- CIPD level 5 or equivalent qualification, with a significant experience in a HR role.
- Strong generalist People Business Partner with proven experience in a similar role.
- Working experience of complex operational casework and formal processes including organisational restructures
- In-depth understanding of employment laws, HR best practices, and ER investigation techniques.
- Strong consultation, negotiation, and mediation skills
- Excellent interpersonal and communication skills for building rapport and influencing others.
- Empathetic and approachable demeanour, handling sensitive and confidential information discreetly.
- Team-oriented collaborator, capable of independent work and leading initiatives.
- Strong ethical standards, committed to fairness, equity, and diversity.
KEY RESPONSIBILITIES:
- Collaborating with managers to ensure they are familiar with people policies and procedures; whilst identifying opportunities and mitigating risks.
- Advising managers and employees on complex employee relations cases.
- Attending inter-departmental team meetings to encourage collaboration and flag any people related risks within the meeting.
- Collate annual reviews and ongoing supervision records, whilst escalating any issues and concerns. Ensure that the manager is actively managing and dealing with any issues or concerns.
- Facilitate the ongoing evaluation of teams through the implementation of engagement initiatives which include satisfaction surveys and forums to check in with progress against the People Strategy.
- Investigate and resolve simple and complex employee relations issues in a timely and sensitive manner, acting as an escalation point for high-risk employee relations cases.
- Support managers to conduct thorough investigations, ensuring fairness, confidentiality, and compliance with legal and organisational policies.
- Provide guidance and recommendations on disciplinary actions, grievances, and conflict resolution.
- Collaborate with leadership and management to understand business objectives and provide HR insights and solutions.
- Advise on organisational changes, restructures, and workforce planning strategies to support business goals and running full consultation on contractual changes where necessary.
- Act as a trusted advisor to colleagues, offering guidance on career development, performance management, and workplace issues.
- Promote a culture of open communication and feedback, advocating for employee welfare and fair treatment.
- Conduct training sessions for managers and colleagues on HR policies, ER practices, and compliance.
- Partner with contracted legal counsel as needed to address the legal implications of HR decisions and actions.
- Support the performance development process, working closely with people leaders and managers to set performance expectations, provide coaching, and address performance issues.
- Assist with the implementation of performance improvement plans, as needed.
- Partner with and coach people leaders in building and maintaining a positive Employee Relations environment focused on enabling a high-performance culture.
- Support the Volunteering team with general HR advice and collaborate when issues may impact the wellbeing of volunteers
This
job description does not attempt to describe all the tasks and responsibilities
of the post, but rather illustrates with examples, the main role of the
post-holder. It is therefore subject to alteration and development as and when
required.
This
role is subject to a standard DBS check.
The post holder must always act in a
professional and responsible manner and have due regard to confidentiality and
Health & Safety legislation.
Our working premises are no smoking areas
Person Specification
Personal Attributes/Abilites
Essential
- Proactive approach, confident and resilient
- Collaborative great at bringing the right people together
- Confidence in projecting oneself when dealing with senior staff in difficult situations
- Sensitivity and ability to adapt their style and approach for different people.
- Responsive, positive can do attitude
- Ability to work as part of a team
- Ability to deal with challenging situations
- Flexible, pro-active and collaborative approach to problem solving
- Able to maintain a high level of confidentiality
Qualifications
Essential
- CIPD level 5 or equivalent qualification and experience, ensuring CPD is up to date
Desirable
- Additional HR qualifications or certifications
Experience
Essential
- Experience in multi-discipline HR/People department
- Experience of managing complex employee relation cases
- Demonstrable experience of coaching line managers in difficult situations and mitigating risk to the organisation.
- Knowledge of HR/People processes and policies, including employment laws and regulations
- Experience of dealing with people in difficult or distressing circumstances.
Desirable
- Experience of providing general advice around payroll and pension
- Experience in effectively training People Leaders in HR procedures
- Experience of working with volunteers
Skills
Essential
- Strong consultation, negotiation, and mediation skills
- Excellent communication skills with the ability to communicate, both verbally and in writing
- Active listening and coaching
- Good IT skills including O365
Desirable
- Working knowledge of implementing policies and processes to support equality and diversity
- Strategic thinker translating business needs into HR solutions.
Person Specification
Personal Attributes/Abilites
Essential
- Proactive approach, confident and resilient
- Collaborative great at bringing the right people together
- Confidence in projecting oneself when dealing with senior staff in difficult situations
- Sensitivity and ability to adapt their style and approach for different people.
- Responsive, positive can do attitude
- Ability to work as part of a team
- Ability to deal with challenging situations
- Flexible, pro-active and collaborative approach to problem solving
- Able to maintain a high level of confidentiality
Qualifications
Essential
- CIPD level 5 or equivalent qualification and experience, ensuring CPD is up to date
Desirable
- Additional HR qualifications or certifications
Experience
Essential
- Experience in multi-discipline HR/People department
- Experience of managing complex employee relation cases
- Demonstrable experience of coaching line managers in difficult situations and mitigating risk to the organisation.
- Knowledge of HR/People processes and policies, including employment laws and regulations
- Experience of dealing with people in difficult or distressing circumstances.
Desirable
- Experience of providing general advice around payroll and pension
- Experience in effectively training People Leaders in HR procedures
- Experience of working with volunteers
Skills
Essential
- Strong consultation, negotiation, and mediation skills
- Excellent communication skills with the ability to communicate, both verbally and in writing
- Active listening and coaching
- Good IT skills including O365
Desirable
- Working knowledge of implementing policies and processes to support equality and diversity
- Strategic thinker translating business needs into HR solutions.
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.
