HR Business Partner (TEMP)

ROLE PROFILE Role Title: Temporary HR Business Partner
Ormskirk
Mon to Fri 9am to 5.30pm 36 hours a week
£16.06 per hour plus holiday pay
Directorate: Transformation and Resources
Accountable to: HR & OD Manager Grade: SO1 Car

Work Style: Flexible Office Based Worker Purpose of role

• To be a member of the nominated client-directorate management team as a HR consultant and assist the Director and Heads of Service to implement people management and change processes within the Directorate and services, and act as the facilitator for the management team, coaching them on HR Practice.
• To work under the direction of the HR & OD Manager to take a lead in HR project work as required
• To work will all service areas to support Heads of Service to deliver their COVID response requirements through the provision of appropriate management information and reports.
• To work with Service Management teams as a HR consultant and assist Managers with the Transition into New Ways of Working (NWOW) and the introduction of an Agile Working Policy, acting as a facilitator for the management team, coaching them on best HR Practice.
• To play a key support role in the HR and OD team, providing support to the Organisational Development and cultural change plans for the Council as required.

Key Objectives
1 )To proactively support and advise managers to deliver HR processes within the Council, coaching and helping Managers to ensure it is compliant with employment legislation and local and national Conditions of Service
2) To advise and support Managers, through a coaching style, to manage complex and difficult HR Case Work including management of sickness absence, and self-isolation associated with Covid absences.
3) To be key liaison in the design, implantation and delivery of HR practice changes associated with the regional Lancashire response to Covid identified through the Lancashire Resilience Form HR tactical teams.
4) To research and contribute to the development of Corporate HR Policies to address service and/or legislative requirements .
5) To take a lead role in the delivery of the New Ways of Working programme under the direction of the HR&OD Manager. This includes the design and development of HR policies and related Trade Union consultation.
6) To take lead responsibility under the direction of the Principal HR & OD Business Partner for the monitoring and delivery of the Covid response workforce Health and Wellbeing Action Plan.
7) To act as a single point of the contact on all HR related Covid Response matters for the employees and managers across all service areas.
8) To develop and deliver HR training in all relevant areas of HR provision, as required, including the individual coaching of Line Managers, as appropriate, in line with the People Strategy, but in particular to New Ways of Working and Responses on Covid related Health and Wellbeing initiatives as detailed in the Covid response workforce Health and Wellbeing Plan.
9 )) To produce reports, statistics and bespoke letters as appropriate and general HR related filing and record management.
10) To provide direct support to the Kickstart Team in relation to liaison with Payroll and any direct HR related advice.
11) To assist in the delivery of organisational development needs as directed by the Principal HR & OD Business in relation to the People Strategy and related Learning and Development programmes.
12) To assist the Principal HR & OD Business Partner with background work associated with the ambitious planned increase in apprenticeships across the Council’s workforce.
13) To facilitate the management team to make effective HR decisions that meet the business needs of the service within legislative and procedural guidelines in all HR fields.
14) To be part of the Corporate HR team, but specialise in the Covid Response agenda, New Ways of Working, Kickstart support and Covid Response Workforce Health and Wellbeing Plan.
15) To assist with team workloads associated with disciplinary and grievance cases, workforce planning, employee engagement, project implementation. This will include the production of, or assisting Managers with the production of, associated written records such as Record of Decision templates, Attendance Management Hearing supporting documentation, including case review reports and hearing outcome letters etc.
16) To represent HR at various internal and external meetings and forums as required.
17) To provide cover for the HR team’s wider role and functions as directed by Human Resources and Organisational Development Manager.
The post holder works within the HR and OD team as a HR Business Partner, and in doing so, will provide specialist HR support and assistance to the Service Management Teams in relation to Covid Response, Kickstart and New Ways of Working agendas, enabling services to deliver their objectives in a timely manner. They will have contact with senior managers, teams and services managers from across the organisation, answering queries in a professional manner. They will also have contact with a wide range of stakeholders including Trade Unions, external individuals and bodies.
Work Profile
1. Strategy
The post holder is a member of the HR and OD team and as such, will contribute to the delivery of the team’s objectives which support the delivery of the wider Corporate Plan. They will also contribute heavily to the delivery of the People Plan and associated HR strategies and policies, bringing intelligence from the Council Services and external sources to ensure a robust and comprehensive approach.
2. Performance
The post holder will be responsible for supporting the performance of the services that they are supporting through robust and consistent application of HR policies and practices. They will also assist in upskilling and developing managers to be able to take a self-service approach to less complex HR matters. They will support the delivery of the HR and OD service plan, ensuring a high quality, high performing professional service which has a positive impact on people-related performance indicators. The post holder is also responsible for the successful delivery of their objectives that they have are allocated and contribute to the overall performance of the wider team.
3. Service Quality
The post holder will have a lead role in maintaining service quality to internal customers, through the effective delivery of a high performing, specialist service that understands its clients’ needs and acts accordingly.
4. Resource Management
The post holder does not have any line management or budgetary responsibilities. The post holder will ensure the appropriate use of vehicles, equipment and personal protective equipment provided to them in order to undertake their own role.
5. Supervision and Management
The post holder does not have any line management or budgetary responsibilities.
6. Culture
The post holder will support the development of a positive organisational culture that is outward looking, evidence based and customer focused. The post holder will promote equality of opportunity in the delivery of the duties of the role.
7. Communications
The post holder will have a lead role in communicating with their nominated directorate and services at all levels, in advancing change and ensuring consistent and fair application of policies.
8. Main Contacts Associated with Principal Duties
The main day to day contacts for the post holder will be their immediate team, directorate and service that they support (including senior managers), team managers and individual employees. They may also handle calls and written contact from other parties such as Trade Unions and external organisations, including contract management meetings with service providers. This communication may be material of a sensitive nature and may involve conflict resolution between parties.
9. Commitment
The Council’s normal working week for the purposes of calculation of premium rates and enhancements is Monday to Friday 7 am to 7 pm. The Page 6 of 12 Councils operates a standard working week of 36 hours. This post is 28.8 hours per week, working pattern to be determined.
10. Risk Management
The post holder will identify any major corporate risks that they encounter during the execution of their role and report these to their line manager promptly. They will work with the directorate and service that they support to identify, manage and mitigate any risks pertaining to the HR/ OD aspects of service delivery. 11. Working conditions The post is office-based but may involve frequent travel
11. Working conditions
The post is office-based but may involve frequent travel to other sites to undertake the duties of the post. Currently the post will need to be able to undertake some work at home due to current Covid restrictions.
12. Equal Opportunities
The Council is committed to achieving equality of opportunity both in the delivery of services to the community and its employment arrangements. We expect all employees to understand and promote our policies in their work.
13. Customer Focus
To meet the Council’s Standards of Customer Care at all times.
14. Core Tasks To undertake any other duties which may be required within the needs of the service that are commensurate with the grade.
15. Health & Safety
All employees have a responsibility for their own health & safety and that of others while undertaking their duties. Employees have a general duty to assist the Council in implementing its general statement on health & safety policy.
16. Legislation
To comply with Data Protection legislation and all other relevant and applicable statutory legislation together with Council policies and procedures
17. Training & Development: To comply with the Council’s policies and practices relating to training and development, including a regular development appraisal.
18. I.T.
The post holder is expected to comply with the Council’s policies and practices relating to use of I.T. and equipment. 19. Creativity
The post holder can contribute ideas relating to the tasks that they undertake, to their line manager for consideration.
The post holder will be required to use their own initiative to resolve, sometime complex, and employee related problems in a case management context, within the scope of existing policies and employment legislation.
20. Decisions and Consequences
The post holder will usually carry out allocated tasks and duties under the supervision of their line manager.
21. Work Context
The post holder work within the HR and OD team as an HR Business Partner, and in doing so, provide specialist HR support and assistance to enable the Council’s services to deliver their objectives, in the context of Covid, Kick Start and NWOW. They will have contact with senior managers, teams and services managers from across the organisation, answering queries in a professional manner. They will also have contact with Trade Unions, external individuals and bodies. The above duties and responsibilities do not include or define all tasks, which may be required to be undertaken by the post holder. The duties and responsibilities may vary without changing the general character of the duties or the level of responsibility entailed. These factors are reflected in the grading of the post.