HR Business Partner

Job Title: HR Business Partner

Department: Human Resources

Salary: £36k

Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Glasgow City Park

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered.

This role is focused on supporting employees, managers and the wider business to achieve the best

outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed.

The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

• Responsible for all day-to-day HR activities required to support in local site/business area
• Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
• Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
• Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
• Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
• Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
• Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
• Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
• Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
• Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
• Conti…