The HR and Organisational Development function leads and enables organisational development, workforce strategy and change, delivering a strategic and digitally enabled people offer that advances equity and justice and supports the Councils priorities.
The function is structured across three interconnected areas:
? HR Business Partnering and Employee Relations
? Employment Services
? Organisational Development and Inclusion
These areas work together to provide an end-to-end people service, supporting organisational performance, workforce sustainability and consistent, high quality people management practice.
Job Purpose Strategic HR Business Partner
To act as a strategic partner to designated directorate leadership teams, leading the development and delivery of workforce strategy and organisational change that supports service priorities and the Councils corporate plan.
The role works with senior leaders to shape organisational design, workforce planning, culture and performance, ensuring that people strategy and organisational capability enable high quality, sustainable services.
The post holder acts as a member of designated Directorate Management Teams, providing expert advice, challenge and support on people strategy, organisational change and leadership practice.
Working in close partnership with the Assistant Director HR Business Partnering and Employee Relations, and with the Organisational Development and Inclusion function, the role ensures that workforce strategy, organisational change and leadership activity are aligned and mutually reinforcing, while maintaining clear professional accountability for strategic HR business partnering within directorates.
The role uses workforce data, insight and organisational intelligence to identify trends, risks and opportunities, providing forward looking insight to enable leaders to anticipate workforce challenges and take timely, informed action.
Reporting to the Assistant Director HR Business Partnering and Employee Relations, with corporate accountability to the Director of HR and Organisational Development, the role provides strategic support across designated directorates, contributes to corporate HR and organisational priorities and deputises for the Assistant Director as required.
Key Areas of Responsibilities Strategic HR Business Partner
Strategic business partnering Strategic HR Business Partner
? Act as the strategic HR lead for designated directorates, working with senior leaders to develop and deliver workforce strategies aligned to service and corporate priorities
? Build strong, trusted relationships with Directors and designated directorate leadership teams, acting as the embedded strategic partner and bringing insight, challenge and forward planning to leadership discussions
? Contribute as a member of Directorate Management Teams, influencing decision making and ensuring people implications are fully considered
Workforce planning and organisational design
? Lead the development of directorate workforce plans, ensuring alignment with financial, service and transformation priorities
? Provide strategic advice on organisational design, operating models and future workforce requirements
? Support services to plan and deliver sustainable workforce solutions
Strategic leadership of restructures and change
? Lead the strategic design and planning of restructures and service change within directorates and ensure alignment with corporate policy, governance frameworks and legal requirements
? Work in partnership with Employee Relations & Change Manager and the Employee Relations service to ensure effective delivery of consultation and implementation
Leadership, culture and performance
? Work with senior leaders to strengthen leadership capability, management practice and organisational culture
? Work in partnership with the Organisational Development and Inclusion function to align leadership, culture and organisational development activity with directorate priorities
PERSON SPECIFICATION Strategic HR Business Partner
It is essential that in you can meet the following requirements for the role and be able to give evidence or examples of your proven experience in each of the short-listing criteria marked Application (A).
You should expect that all areas listed below will be assessed as part of the interview and assessment process should you be shortlisted.
If you are applying under the Disability Confident scheme, you will need to give evidence or examples of your proven experience in the areas marked with Ticks (?) on the person specification when you complete the application form.
Shortlisting Criteria Strategic HR Business Partner
For link/career graded post, please mark knowledge, experience, and behaviours clearly for each grade.
Key Knowledge Strategic HR Business Partner
Knowledge of strategic HR business partnering, workforce planning and organisational change in a large or complex organisation
Knowledge of employment law and trade union and industrial relations practice
Knowledge of using workforce data and organisational insight to inform decision making and organisational performance
Understanding of equity and justice and how this is applied within organisational systems and workforce practice
Relevant Experience Strategic HR Business Partner
Experience of operating as a senior HR Business Partner supporting senior leaders or Directorate Management Teams
Experience of leading workforce planning, organisational design and restructures or service change
Experience of influencing and challenging senior stakeholders on complex people and organisational issues
Experience of using data and insight to inform strategic decision making
Experience of contributing to corporate people strategy, policy development or organisational
change programmes
Qualification Strategic HR Business Partner
Chartered CIPD or equivalent level of professional knowledge gained through significant senior HR experience
No reliable IR35 determination was found in the title or listing text. Treat the status as unconfirmed and ask for the SDS before accepting the engagement.
