HR Business Partner - Assistant Vice President

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The HR Business Partner provides proactive and professional HR advice and support to designated business areas, working in partnership with senior HR Business Partners, managers and colleagues to deliver an effective, high-quality HR service.

The role combines day-to-day HR business partnering with responsibility for a range of people processes, employee relations matters and HR projects. The role holder will develop a strong understanding of their client groups and use HR knowledge, judgement and data to identify people priorities, resolve issues and support effective business and people outcomes.

Working within established HR policies and governance frameworks, the role holder will manage defined areas of HR service delivery with an appropriate degree of autonomy, escalating more complex or higher-risk matters where required. They will also be required to regularly identify opportunities to improve HR processes and service delivery and contribute to wider HR and business initiatives.

HR Business Partnering and Relationship Management

• Build trusted and credible relationships with managers, colleagues and key stakeholders, providing responsive and professional HR advice and support.
• Develop a good understanding of the business areas supported, their priorities and people requirements, and use this knowledge to support effective HR solutions.
• Provide advice and guidance to managers and colleagues on HR policies, processes and employment matters, using sound judgement and escalating more complex or higher-risk matters to senior HR colleagues where appropriate.
• Coach and support managers in applying HR policies and processes fairly, consistently and effectively.
• Work collaboratively across HR and with other relevant stakeholders to deliver an efficient and joined-up service.
• Identify opportunities to improve HR service delivery, policies and processes, contributing ideas and recommendations to the wider HR team.
• Use judgement and initiative to resolve day-to-day and emerging HR issues, taking account of business requirements, employee experience, risk and policy.

Core HR Processes and Advisory

• Manage designated HR processes and employee lifecycle activities, ensuring they are delivered accurately, consistently and in accordance with relevant policy, legislation and regulatory requirements.
• Provide advice and support in relation to family and other types of leave, including maternity, paternity, shared parental leave, career breaks and sickness absence.
• Advise on and manage flexible working requests, including the appropriate recording and administration of agreed arrangements in Success Factors.
• Support managers and colleagues with absence management, Occupational Health referrals and other employee wellbeing matters, escalating complex cases where appropriate.
• Support redundancy, restructuring and organisational change activity, working with senior HR colleagues and other relevant functions as required.
• Proactively support managers and colleagues in meeting key HR deadlines and requirements, including performance management, probation and mandatory learning.
• Provide guidance on Success Factors and other HR processes, escalating technical matters to the appropriate specialist team where required.
• Provide guidance on the interpretation and application of HR policies and procedures, ensuring a consistent and inclusive approach.
• Maintain accurate HR data and contribute to regular and ad-hoc management information, using data and insights to identify trends and support HR and business decision-making.
• Support relevant data protection requirements and processes, including GDPR requests, in conjunction with the appropriate HR data specialist.
• Support the effective administration of SMCR certification and recertification requirements.
• Support the delivery of mid-year and year-end performance processes, providing guidance to managers as required.
• Contribute to annual reward processes, including salary and bonus reviews, associated analysis and employee communications.
• Contribute to HR and business projects, change initiatives and continuous improvement activity.

Employee Relations

• Manage a range of employee relations matters professionally, fairly and consistently, applying relevant HR policies and employment legislation.
• Provide practical advice and coaching to managers on employee relations matters, escalating complex, sensitive or…