HR Business Partner London
A central government organisation requires a HR Business Partner for a 3 month contract based in central London.
Reference number: CIPHERB00057
Contract value:£6,000 – £15,000
Location where the contract is to be carried out: London
Is this suitable for smaller suppliers? Yes
Is this contract suitable for a voluntary, community and social enterprise organisations? No
Name of the buying organisation: Capita Resourcing
Description of the contract
Background A central government organisation requires a HR Business Partner for a 3 month contract based in central London. As a member of the HR business partner team, act as the key, strategic, interface between HR and specific business areas within Communities & Local Government, in order to proactively support and add value in the delivery of their business objectives. You will work alongside the senior management team in each business area to fully understand key business drivers and HR considerations for current and future challenges. Main Duties/ Responsibilities Working in partnership with the business areas, as a member of the operating board, to fully understand the key business drivers and needs, of current and future challenges. • Working as part of the senior management team at a corporate level, taking an active and accountable part in the decision-making process, e.g. in relation to business strategy, organisational structure, culture HR and financial planning. • Interpreting departmental and business unit plans to develop talent management strategies and succession & resource plans. Collaborate with the business, utilising business intelligence and analysis to integrate people issues into the business planning cycle. • Acquiring a full understanding of the business areas being supported. • Identification of talented individuals in their areas and building capability to support the development of this talent. Give a strategic HR perspective regarding business development & planning • Bringing a high level of professional HR expertise to strategic people issues, gaining respect amongst the senior management teams. Actively participate with the senior management team in the leadership and organisation of the business unit. • Strengthening capability to manage and enhance performance Provide integrated HR support to the business area senior management team. • Translating business area plans into specific HR requirements and projects. • Initiate and manage teams/projects to deliver HR programmes. • Monitor projects to ensure they deliver business improvement and are aligned with organisational objectives Coach & support managers in order to ensure they fulfil the people management aspects of their role with openness, transparency and incorporating equality & diversity issues. • Strengthening existing skill-sets and behaviours to support senior managers to raise their capability to lead and manage change Fully participate in wider business projects with an HR focus. • Provide the HR contribution to projects, identifying interdependencies which have a people impact, and influencing the decisions made. Work in partnership with HR colleagues to ensure consistent, proactive HR support and activity is focused to deliver the overall business agenda. • E.g. ensuring business plans inform the learning and development strategy, and that the business receives value for money on its learning and development spend. Scope and challenge existing HR policies and practices with appropriate HR specialists and seek to continuously improve the services provided to the business. • Strive for continuous improvement • Bringing business understanding to HR policy development and provide a conduit for testing draft policy within the business Outputs/ Deliverables to be achieved – Skills/ Experience Required • Ability to build personal credibility by demonstrating the organisation’s values, building trust with partners in the organisation and proactively contributing to organisational success • Experience of acting as a change agent, working proactively to make organisational change happen, delivering improvement in performance. . Experience of coaching & consulting at a senior level, underpinned by a collaborative & supportive style of working. • Proven, project management skills & experience• Knowledge of the spectrum of possible HR interventions and experience of delivering improved business results. • Experience of getting to know and understand the business and to identify how HR can best contribute to its success. • Strong customer focus and proven ability to build productive relationships at all levels of the organisation. • Experience of implementing wider non HR specific goals Desirable: • Corporate Membership of the Chartered Institute of Personnel & Development (CIPD) or actively working towards it. • Experience in a variety of HR roles. • Demonstrable wide ranging business knowledge & experience Formal Qualifications Required Corporate Membership of the Chartered Institute of Personnel & Development (CIPD) or actively working towards it. Evaluation Criteria • Ability to build personal credibility by demonstrating the organisation’s values, building trust with partners in the organisation and proactively contributing to organisational success • Experience of acting as a change agent, working proactively to make organisational change happen, delivering improvement in performance. • Experience of coaching & consulting at a senior level, underpinned by a collaborative & supportive style of working. • Knowledge of the spectrum of possible HR interventions and experience of delivering improved business results. • Strong customer focus and proven ability to build productive relationships at all levels of the organisation Additional Comments To help describe our vision of an HR Business Partner please see box below: An HR Business Partner……. Is proactive • Acts without guidance • Initiates and intervenes in ways that add value • Identifies and acts on factors that may impact on organisational results • Quickly develops trust with partners in the organisation Is a Commercial Contributor • Makes links between HR and business strategy • Influences HR strategy to achieve organisational aims • Ensures they have developed an awareness of commercial issues and interdependencies Is a leader • Takes a leadership role in cross functional teams • Recognises the difference between leadership and management, but does both • Builds leadership capability and team working within teams • Facilitates challenging situations Is analytical and an effective user of management information • Contributes to annual operational plans . Identifies associated costs and proposes means of addressing them • Shares the use and interpretation of findings • Understands and utilises the e-enabled resources • Has appropriate skills in basic business packages to perform the role and support their own analytical, presentation and reporting needs. Is a champion of the whole HR service • Encourages cross-activity understanding, working and support. • Participates in wider HR activities – goes the extra mile Change Management • Proactively anticipates changes and works to make organisational change and success happen • Intervenes early having spotted problem areas and risks • Evaluates best practice and constantly looks for means of achieving it • Takes advantage of key learning on review of projects • Acts as a strong role model for organisation’s values Is well networked • Establishes and maintains contacts and relationships across business and outside • Works in partnership to develop creative and pragmatic solutions for a range of organisational issues Is results oriented • Associates accountabilities with responsibilities • Has a strong customer orientation • Leads by example with a positive, personal ‘can-do’ attitude • Works to remove any ‘blame’ culture • Makes a difference • Demonstrates resilience.
Classification of the contract
72000000 IT services: consulting, software development, Internet and support
Contract type: Services – Unspecified
Estimated length of contract: 3 Months