Human Resources Business Partner

Job Purpose

As HR Business Partner, you will partner closely with the Performance Director and key stakeholders across our Specialist Services Division to provide pragmatic, impartial and consistent HR advice in keeping with our policies, procedures, legal requirements and Company values (Person\-Centered, Innovative, Friendly, Positive and Empowering) .You will have a solid understanding of UK Employment Law and be comfortable communicating to all levels of seniority.

You will undertake a variety of projects such as staff surveys, engagement, wellbeing, HR process and procedure.

You will be expected to take ownership for ensuring your team’s output meets the required quality and compliance standards which ultimately contribute towards CareTech’s core purpose to create extraordinary days, every day, for everyone we support.

This role will hold a generalist remit including employee relations, succession, restructuring, harmonization, TUPE as well as other HR projects.

You will work closely with and develop strong relationships with other support functions such as Recruitment, Learning \& Development, Finance, Payroll \& IT.

Accountabilities

Building trusted relationships with senior stakeholders and leaders in the business.

Providing strategic and day\-to\-day leadership to drive the delivery of HR plans.

Using experience, skills and knowledge of the HR profession to make an impact in key areas such as change management, employee engagement and talent analytics.

Line Management of an HR Adviser and HR Administrator, responsible for delivering timely and accurate HR Advice and Administration.

Oversight of all areas of HR compliance for your assigned services, including but not limited to DBS, Right to Work and Sponsorship of overseas workers.

Undertake periodic reviews with the Performance Director, their teams and Key Stakeholders about their designated sites, ensuring that important matters are discussed with clear identified outcomes.

Senior ER Casework \- to provide professional and legislatively compliant advice on Human Resources issues, and support managers where appropriate on suspensions; investigations; disciplinary; grievance; capability; harassment and discrimination cases using a problem\-solving approach and ensuring risks are flagged to the Head of HR and Performance Director.

Provide advice and guidance on all aspects of the Employee lifecycle providing a range of options and possible consequences to Head of HR; Performance Director and/or senior managers as required.

Supporting line managers across assigned services on organisational structure and design.

Advising and supporting with Redeployment / Redundancy planning and consultations.

Attending and chairing formal meetings when required.

Leading on employment tribunals for your services and liaise with ACAS on early conciliation.

Providing HR presence at relevant Governance / Operational meetings.

Preparing monthly HR stats for senior management.

Advising and supporting managers with the management of sickness cases in accordance with the company’s absence management policy and the Equality Act, liaising as appropriate with Occupational Health physicians.

Monitoring and review exit interviews.

Supporting the Recruitment team where applicable.

Undertaking project work and policy development work as directed and guided by the Head of HR.

Keeping abreast of developments in employment legislation and case law and ensuring that managers are appropriately briefed on relevant changes and new legislation.

Ensuring that relevant codes of practice and policies are adhered to and that procedures relating to safeguarding matters are followed.

Experience and Skills Required

Essential

Previous experience in an Adult Care environment;

Knowledge and understanding of Adult safeguarding principles and protocols

Driving license —the job holder is required to spend time in the services and attending meetings at various offices, not all of which are easily accessed on public transport;

The ability to travel across the UK which involves some overnight stays as required.

Strong strategic and commercial awareness;

The ability to work autonomously;

Relevant knowledge and experience within a strategic HR position;

A sharp intellect, well developed communication and problem\-solving skills;

Demonstrated capability at delivering and sustaining change.

Desirable

CIPD level 5 qualification;

Experience in a commercial business.

Key Contacts

Internal

Head of HR, Performance Director; peers; immediate reports; Locality Managers, Service Managers; Support function teams.

External

ACAS; Solicitors; local authorities; LADO; CQC; Trade Unions

The job spec is subject to change as the role evolves.

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