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HR Business Partner - Police

Country/Region:  GB
City:  Park Royal

HR Business Partner - Police
Location: Park Royal, London, GB, NW10 7LT


About the role

Purpose of Role: Work in partnership with the organisation to provide coaching, support and influence that enables the effective delivery of the people plan and the broader people agenda.  Provide a consultancy service that delivers best practice and commercially focused HR solutions that support the organisation in conjunction with central functions, e.g. HR Shared Service Centre and RPO.  Support the organisation to implement and embed the strategic and operational HR agenda focused on business aims and capability requirements.  Provide HR expertise to address all relevant people matters in accordance with good practice, internal compliance and legal requirements.

Top 4 Major Tasks and Activities:
• Provide generalist HR Business Partner support to the organisation, focused on the Leadership Team and Director.
• In conjunction with the Leadership Team and Director, design, develop and support the delivery of the organisation’s people plan.
• Equip the organisation’s Leadership Team with the appropriate tools and knowledge to effectively manage and develop their employees in line with business needs, the people plan and HR programmes, e.g. performance, absence and talent management.
• Position the role of HR Business Partner as an integral part of the organisation by developing effective working relationships with the Leadership Team; influencing and challenging on their personal style and approach; and developing and delivering the people plan in support of the achievement of the business and HR strategies.


Key Accountabilities:

Organisational Design:
• Drive, influence, advise and support the cultural and people aspects of organisational change, structures, people processes and business improvement initiatives within the organisation in order to improve business efficiency and people management allowing for flexibility and planned growth. 
• Provide both transformational advice and transactional support (using central functions where necessary/required) on change management initiatives such as re-organisations; job role design; outsourcing; TUPE transfers; and restructuring/redundancy situations in order to improve cost and efficiency, clarify accountabilities and empower delivery of great customer service.

Employee Relations:
• Embed a performance management culture within the organisation as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviours aligned with the Company principles.
• Build leadership responsibility and capability for managing ER / IR issues and improve the effectiveness of communication including informing, consulting and negotiating.
• Proactively consult, influence and negotiate with Trade Union representatives on all matters including the interpretation and negotiation of recognition and collective agreements.
• In conjunction with the ER Advisor and central functions, manage strategic and operational ER and people issues, including disciplinary, grievance, absence, capability, and mediation.
• Identify gaps in existing HR policies, processes and procedures and contribute to their development / improvement.


• Identify short, medium and long term resourcing issues.  Build and maintain the local resourcing plans and co-ordinate with the RPO Business Partner on resource supply and demand.
• Challenge and influence the Leadership Team on new and replacement roles; contingent labour; replacement strategies; compensation and benefits; spans and layers; and reporting lines.
• Champion the Sector Graduate & Apprentice Programmes.
Reward and Recognition:
• In conjunction with the Lead HR BP and the organisation, develop and implement local reward and recognition strategies and interventions in order to meet business needs.
• Support the leadership team in the job evaluation, salary and benefits benchmarking for new positions or substantially changed roles including the provision of advice and guidance on the reward and recognition strategy for the organisation.
• Support the business in the research, discussion, negotiation and implementation stages of the annual pay award and any ad-hoc reward and recognition interventions, and lead on the engagement with any recognised Trade Unions, Employee Representatives and staff forums.


Learning and Development:
• Identify individual and collective learning and development needs and feed these back into the Sector Learning & Talent Team for action.
• Support the design, delivery and evaluation, in conjunction, with specialist HR functions, of development interventions to support local business needs.
• Support the business area with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans and work with the organisation to establish and introduce systems that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development.


Communication and Engagement:
• Influence and support engagement and communication activity within the organisation, and where possible attend Listening Forums and follow-up on any relevant people related output.
• Support all employee survey activity.
• Pro-actively gain feedback to support central functions improve their performance / service levels and ensure additional activity / volumes and projects are resourced appropriately.


Whom the Role Regularly Interfaces:


• Customers – existing and target
• External Legal Counsel
• Industry bodies, e.g. CIPD
• Suppliers, e.g. Make UK, XpertHR, Manpower Group (RPO)
• Awarding organisations


• Employees within Emergency Services
• People Managers at all level – from First Line Leaders to the Senior Leadership Team and the Director
• Sector and Group HR functions e.g. HR Shared Service Centre, Pensions and Payroll
• ES&T Functions e.g. Commercial, Health & Safety, Finance
• ER Advisors
• Colleagues within the broader ES&T HR Team, particularly in Emergency Services
• ES&T Board
• Sector Learning and Talent Team
• HR Graduate(s)

• Work within established Company policies and procedures.
• Protect our people and comply with the Company’s Health and Safety policies and procedures at all times.
• Protect the information assets of the Company and comply with the Company’s Information Assurance policies and procedures at all times.
• Promote company values and standards, and exhibit appropriate behaviour in accordance with the Company ethos.
• Promote equality, diversity and inclusion as part of the culture of the Company.
• Demonstrate safety, integrity and commitment at all time.
• Carry out any other duties as and when necessary to meet the varying demands of the business and to satisfy customer needs.

What do I need to do the role?

Key Technical Skills / Competencies:
• Significant generalist HR business partnering experience.
• Proven track record of delivering a material contribution to business strategy, and of implementing and embedding HR strategies and initiatives in large, complex and/or challenging organisations / environments.
• Proven success in supporting large-scale projects and complex change / transformation initiatives.
• Considerable experience of supporting Line Managers with complex and/or high risk employee relations cases including preparing for employment tribunals and working with external legal counsel.
• Experience of developing Line Manager Capability using a range of tools and techniques depending on skills gap and/or audience.
• Demonstrable experience of supporting growth activity including responding to requests for information including costings; providing support to acquisitions, bids; and managing TUPE transfers in and out.
• Experience of building and maintaining positive effective working relationships with Trade Unions, Employee Representatives and staff forums / bodies.
• Demonstrable evidence of developing and sustaining positive effective working relationships at all levels up to and including Directors / Board Members.
• Up to date and current knowledge of Employment Law including an understanding of present and future employment legislation.
• Experience of effectively challenging and influencing at a senior level.
• Understand the basics of project management tools, techniques and methodologies.
• IT literate – MS Office, video conferencing and SAP (Success Factors).


Key Behavioural Competencies:
• Strong inter-personal skills, including written, verbal and non-verbal communication
• Emotionally intelligent
• Effective negotiation and strong influencing skills
• Ability to coach and mentor
• Strong case management skills – organisation, prioritisation and forward planning
• Ability to work on own initiative with minimal supervision but also an effective team player
• Highly collaborative
• Commercially focused and financially aware
• Ability to manage own time and workload and balance conflicting priorities
• Professional approach with a ‘can do’ attitude


Key Analytical Skills and Challenges / Competencies:
• Ability to analyse and interpret data to inform and/or support HR interventions and solutions.
• Willing to challenge the status quo and/or existing norms.


Company / Industry Knowledge (Desirable):
• Experience of working in an apprentice and/or adult training environment.
• Experience of working in a technical workshop environment.
• Experience of working in a government services environment.
• Experience of working in a unionised environment is desirable.


• Educated to degree level or equivalent relevant work experience.
• Member CIPD qualified.
• Full UK driving licence.


Other Requirements:
• Ability to obtain BPSS & NPPV Level 2 Security Clearance.
• Ability to travel with occasional overnight stays required.

This role could be considered for flexible working.


What else do I need to know?

• All applicants must have the legal right to work in the UK and be subject to satisfactory security clearance which includes 3 years reference checks. Verification of any qualifications/passport/licences must be shown at interview stage.


Application Guidance

If you are currently employed by Babcock/Cavendish Nuclear please let your line manager know that you’re applying for this vacancy. You should also let them know if you are attending an interview or assessment for a role.

Please note that you will not be able to access the vacancy details after the closing date so you may wish to keep a copy of this advert and any supporting documents for your records.

We are committed to building an inclusive culture and strives to attract talent who thrive in an inclusive and flexible working environment. 

If you have a disability or need any reasonable adjustments during the application and selection stages please let us know and we will respond in a way that best fits your specific needs.

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