2 x HR Business Partners (Strategic) and (Operational) 2021-113/114

Job content

Who are JNCC?

Established in 1991, we are the UK’s statutory advisor on issues affecting the natural environment across the UK and internationally. Our primary role is advising all four Governments of the UK. We also work with private sector organisations to support decision making on the sustainable use of marine waters and natural resources around the UK. JNCC is led by the Joint Committee, which brings together members from the nature conservation bodies for England, Scotland, Wales and Northern Ireland and independent members appointed by the Secretary of State for the Environment, Food and Rural Affairs under an independent Chair. Support is provided to the Committee by almost 230 people who bring together scientific and technical expertise, extensive knowledge of policy at global, European and national levels, and skills in working with other organisations. We have two main offices in Peterborough and Aberdeen.

Why JNCC?

We’re small enough (c.230 staff) that your voice is heard by everyone including the CEO, but big enough that we have all the skills, resources and people you’ll need to get the job done. We are passionate about conservation and making a difference to the world we live in. We have a very flexible, inclusive and welcoming organisational culture. Our Executive Management provides its people with the freedom and tools needed, and our friendly team will assist you in your role. You will benefit from our supportive workplace culture, excellent holiday and pension benefits, as well as an exciting job in a unique environment.

Post Background

Both HR Business Partner posts are senior, high profile, influential posts and are an integral part of the HR team.

The Strategic HR Business Partner (Strategic HR BP) will lead on providing workforce solutions with a view to enabling delivery of the organisational strategy and objectives. Working closely with the Head of HR and other key individuals, the Strategic HR BP will lead on aspects of work associated with forward planning, modernisation, engagement, motivation and performance.

The Operational Business Partner (Operational HR BP) will be responsible for championing the practical adaption of strategic HR goals into the everyday working lives of our people and key stakeholders. Working closely with the Head of HR and the Strategic HR BP, this role will lead on ensuring a cohesive approach is maintained in the implementation of HRPost Duties

Post Duties Will Include But Not Be Limited To

• Establishing, developing & maintaining relationships with Senior Stakeholders
• Support senior stakeholders with achieving business objectives/vision
• Direct line management of small team
• Design and implementation of pulse surveys linked to HR initiatives
• Supporting/Leading on high level ER Case Management
• Working in partnership with outside organisations such as Defra to work collaboratively
• Working in partnership with the Strategic/ Operational HR BP and Head of HR to deliver key HR objectives
• Any other duties reasonably required to support the business
  

‘Strategic Focus’ Role Specific

• Designing a strategic and robust workforce and succession plan
• Driving organisational change
• Proactively designing, developing and forecasting HR policies and practices
• Championing new and progressive HR initiatives
• Writing management reports as required
• Designing, developing and maintaining HR Metrics dashboards
• Undertaking ad hoc HR projects as required
  

‘Operational Focus’ Role Specific

• Supporting key stakeholders on daily delivery and general HR solutions
• Coaching and supporting Team and Line Managers to deliver operational business objectives
• Supporting organisational change via implementation and successful monitoring of performance
• Guiding and supporting the practical implementation of HR policy and procedure, ensuring all compliance requirements are met
• Ensuring KPIs and Metrics data are recorded accurately
• Managing the recruitment pipeline
• High level absence management support
  

Experience (Responsibilities)

To be a successful candidate you will have experience of:

• Delivering HR in a public sector organisation or similar
• Working in HR in a similar role
  

Please demonstrate in your statement of suitability your reasons for applying and any other information you feel may be relevant to your application as well as the experiences.

We’ll assess you against these behaviours during the selection process:

• Changing and Improving
• Communicating and Influencing
• Developing Self and Others
• Making Effective Decisions
• Seeing the Big Picture
  

We’ll assess you against these technical skills during the selection process:

• CIPD L5 (or equivalent) working towards or willingness to work towards CIPD L7
• Experience of delivering HR projects or initiatives
• Strong partnerships skills
• Solution orientated
• Best practice and policy writing and roll out/implementation
• Workforce and Succession Planning
• Leading and implementing change management initiatives
• Pay and reward

Equality and diversity

JNCC is committed to creating an environment where everyone feels valued and respected and see this as a good place to work. JNCC has a responsibility to ensure that we have an inclusive culture where discrimination, harassment, bullying and prejudice will not be tolerated. Our selection process is determined on fair and open competition and regardless of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, sexual orientation, marriage and civil partnership.

Continuous professional development (CPD)

Employees are encouraged to keep developing skills and professional knowledge.

JNCC has made available, and encourages employees to use, on average, five working days per annum for CPD activities with access to related funding

Leave entitlement

JNCC annual leave allowance is 25 days per annum. After five years’ service, leave entitlement increases to 30 days per annum.

In addition to annual leave, JNCC offers 12 public and privilege days per annum, three of which are explicitly reserved for office closure between Christmas and New Year.

Work/life balance

JNCC supports flexible working hours and practices to help employees strike a good balance between work life and personal life.

Our policies are family-friendly and include flexi-time, flexible working patterns, compressed hours and dispersed working. JNCC also offers paid maternity, paternity, adoption and shared parental leave, over and above the minimum statutory entitlements. Some work/life balance benefits are available following a minimum length of service.

Any move from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/

Civil Service Pension

Employees will have the opportunity to join Civil Service pension arrangements, which include a valuable range of benefits. JNCC makes a significant contribution to the cost of employee pensions.

Employee Assistance Programme

JNCC provides employees with a free and confidential support service which gives unlimited access to information, advice and emotional support to help employees prepare for and manage all of life’s ups and downs, events and challenges.

Trade Union

JNCC has entered into a partnership agreement with its recognised Trade Unions: Prospect and PCS, which employees are able to join and be involved with.

Salary sacrifice schemes

Employee Discount Scheme

Civil Service Sports ClubSuccessful candidates must pass a disclosure and barring security check.People working with government assets must complete basic personnel security standard checks.This vacancy is using Success Profiles, and will assess your Behaviours, Experience and Technical skills.As part of the application process you will be asked to complete a CV and a statement of suitability. In your statement, refer to the responsibilities and experience section of this advert to show how you’re suitable for the role. Make your statement no longer than 1000 words.

Feedback will only be provided if you attend an interview or assessment.

This Job Is Broadly Open To The Following Groups

• UK nationals
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the Republic of Ireland
• nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)
• relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
• relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
• certain family members of the relevant EU, EEA, Swiss or Turkish nationals

Further information on nationality requirements The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission’s recruitment principles.The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.