HR Business Partner
My Client has the opportunity for an expereinced HR BP (CIPD Qualified) to join the team to cover Maternity Leave. To act as an HR Business Partner for a specific devision you will provide strategic, practical and operational input to Franchise Director and the senior management team in line with Company Vision, Business Plans and to support the development of the Business aims and objectives. You will look after multiple locations and be flexible with regards to travel. (Car Provided) This role requires you to provide effective, timely, professional, customer focussed HR consultancy support to line managers within the Franchise or as directed. To support the Franchise Director and managers in applying Company policies and procedures and ensuring the Company operates within legal requirements. Build key relationships with senior management to identify where HR can add value in support of strategic goals. Liaise with fellow BP�s and Lead BP to ensure consistency across the Business. Utilise HR Administrators to ensure all paperwork is dealt with in a timely and accurate manner. Make best use of HR system to provide timely and accurate management information. Ensure and contribute to the effective development and implementation of HR initiatives. Utilise, support and promote the use of McQuaig profiling in the recruitment process. Provide business focussed solutions and options to enable managers to make effective decisions when dealing with HR issues, ensuring that HR practices are linked to Business strategy and add value in the achievement of business objectives. Plan and manage ad hoc project activities arising from both strategic and operational requirements (redundancies / site closures / acquisitions and disposals). Manage own time effectively. Proactively review management information to identify areas of concern regarding areas such as turnover/absence levels and discuss with appropriate senior managers and agree plans of action. Ensure HR policies and procedures are maintained and updated to reflect best practice and current employment law. Ensure own professional knowledge is maintained and updated. Inform, develop and implement HR strategy for areas of responsibility. Educate, support and coach managers in Company policies for example, disciplinary, grievance and performance management, and when dealing with specific cases obtain legal advice as appropriate. Actively promote the profile of Human Resources within the Group. Develop and maintain excellent working relationships with all senior managers and maintain regular contact. Develop, and promote effective and credible working relationships with all levels within the Company and external agencies as appropriate. Ensure the systematic recruitment, induction, and performance management of all employees and aim to minimise staff turnover by supporting the Franchise in leading a motivated, productive and rewarded team. Coach and develop the job related skills through regular and measured training activities, utilising manufacturer support where appropriate.
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