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HR Business Partner - Slough, Berkshire, United Kingdom,

INTERIM HR Business Partner needed on a Part time, interim basis of 25 hours per week.

Working as part of a large HR Function for a company of 1,600 employees. This role will partner with 3 different sites withing a close proximity to delivery a sound HR service and ensure people plans are met and delivered.

This role can be based in either of the following locations: Slough, Uxbridge, Hillingdon with weekly travel between all 3 and 2 weekly travel to head office in Sutton.

This role is to cover long term sick leave, and will last for a duration of at least 3 months.

Business Partnering

1. Assist managers in OHC&AT with the business planning process enabling them to develop plans that deliver their objectives relating to staffing needs, liaising with colleagues in Finance and across the business as appropriate and ensuring that Trust policies are adhered to.

2. To support the implementation of HR strategy and policies. To support the development, implementation and monitoring of national and local HR initiatives.

3. To provide support to senior managers, in the review of job roles and structures and to advise effectively on the development of service improvements and modernisation initiatives.

4. Advise managers on the implementation of all types of organisational change and changes to skill mix, grading and the contracts of individual members of staff including negotiations to change terms and conditions.

5. Ensure that managers involve and consult staff as appropriate.

6. To support the preparation of regular management information reports for presentation at directorate management group meetings.

7. Ensure the delivery of HR performance targets within designated services with particular emphasis on sickness absence, attendance, statutory regulation of health and other professionals and local induction. This will involve helping managers to identify how targets can be best achieved.

Employee Relations

8. To advise managers, staff and external companies on best ER practice, ensuring that advice given complies with good employment practice, employment legislation, standards and policies.

9. Advise and support managers, individual staff and groups of staff on issues which can be complex and sensitive, in accordance with HR policies, procedures, current legislation and initiatives, including liaison with external agencies. This includes management of welfare issues, long term sickness, redeployment and redundancy, grievance and discipline.

10. Interpret key HR policies in order to advise managers on appropriate action in disciplinary, grievance, sickness, performance, change and other employee relations issues.

If you are immediately available and seeking a new interim opportunity and can register this week, please get in touch with Charlotte Chandler at REED HR Reading.