57894 - HR Business Partner - East Midlands

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job 

This is a significant strategic HR role at senior level.

As an HRBP you will be responsible for partnering an allocated part of the HMPPS organisation to deliver their business plan aims and objectives through the delivery of an effective people management service, including supporting national, regional and local change programmes and priorities whilst delivering a range of HRBP services.

The role will require regular travel to provide a level of visibility in the parts of the business you are partnering, attend key local meetings and where applicable regional meetings and to undertake professional development as required. 

This position reports to a Senior HRBP. 

The role has no direct reports or budget responsibility, but has responsibility for ensuring that resources (including monies) are used effectively.

Location will be via mutual agreement and based on the needs of the business.

Summary 

This is a significant strategic HR leadership role requiring high levels of people and business management skills. 

The job holder will:

• Provide an HR business partnership to Senior Stakeholders and senior teams in their allocated part of the business to improve and develop performance delivery through effective people management and engagement. Work with business senior teams and HR Change Leads to manage people aspects of business change programmes and initiatives.
• Provide high level analysis and input on HR issues to the business, including options development, solution design to meet business need, risk identification, assessment, mitigation and management.
• Be required to have a clear understanding of the part of the business they are partnering, it's priorities and be able to translate the required business outcomes into a strategic people plan that will add value to the performance of the business.
• Develop strong relationships with Governors, Heads of LDU, Head of Group and senior teams to ensure that the business needs are addressed and to promote understanding of the HR Operating Model.

The role requires a professional approach and must ensure that delivery is in line with the requirements of Civil Service HR, proactively role modelling activities and behaviours which promote core HMPPS values including diversity and equality of opportunity and supporting and being a positive advocate of the HR Operating Model (HROM). 

This is a non-operational job with no line management responsibilities. 

Responsibilities, Activities and Duties 

The job holder will be required to carry out the following responsibilities, activities and duties:

HR Leadership, Strategy & Planning 

Required to establish an influential and effective partnership with the governor/LDU Heads and senior teams to deliver people strategies and providing HR insight to influence change initiatives at a strategic and tactical level.  Using business insight to take required business outcomes and translate them into effective HR plans that will deliver HR solutions which will support the achievement of the outcome.

Effectively use both business insight and MI to make the case for investment in HR initiatives/activity that will help the business to be more effective. Takes the lead for one aspect/strand of strategic delivery for the local HR team, co-ordinating activity and making effective use of HR and OD resources.

Strategic Resourcing & Talent Management 

Develops and implements strategic workforce planning arrangements that identify business requirements effectively. Must work closely with managers and be able to provide profiling and resource management skills to ensure that resourcing needs are managed within workforce management structures to maximise operational effectiveness. To support the identification of talent at all staffing levels.  To develop strategic plans for talent management and leadership development within the business working with HR colleagues as needed for specialist advice and input.

Employee Relations & Engagement 

Responsible for working with the relevant senior teams to develop plans and supporting activity to improve employee engagement. To facilitate and extend the understanding of key engagement within the business.

Developing Capability 

Required to develop and energise line management to identify and improve the capability of their staff, helping them to develop a performance driven culture based firmly within the Competency & Qualities Framework. In partnership with the Governor/Head of LDU and senior team to identify the overarching development needs of the workforce to deliver effective performance over the longer term. Responsible for the implementation and delivery of a coaching approach to management and leadership, influencing and mentoring managers in effecting their people management capabilities. 

Managing Business Change  

Responsible for ensuring that all HR aspects of major business change are effectively managed: assessing the best approach to business change for the business that will enhance employee engagement; supporting the Governor/Head of LDU and the senior  team; and, liaising with HR  colleagues as necessary to provide appropriate support and resources. To ensure that all HR processes are applied correctly in respect of TUPE or other responsibilities. To be a part of any closure or establishment change programme managed geographically.

Policy Implementation & Service Delivery  

To champion and explain the HR Operating Model and assist managers to gain the greatest benefit in people management and delivery. To support the implementation of all new HR processes and practices enabling them to be integrated into operations effectively. 

Diversity & Equality

Actively promote diversity and equality of staff across the business.  Consider ways to improve organisational effectiveness in regard to diversity and equality aspects of HR activity e.g. making the workforce more diverse, talent management.

Undertake other management tasks including:

• Ensure all HMPPS standards and Service Delivery Indicators (SDIs) are implemented and managed within the relevant work area.
• Ensure all national and local policies and procedures are implemented and compliant e.g. National Security Framework (NSF), Local Security Strategy (LSS), Finance Manual. 
• Attend as directed any relevant boards/meetings and actively contribute, either as chair or team member.
• Provides leadership and direction to managers and staff within their defined work area through briefings, building informal and formal relationships and effective communication.
• Produce relevant reports as required and ensure all correspondence is replied to within agreed timescales.
• Liaise and form good relationships with internal and external stakeholders. 
• Manage resources to deliver the activities within the defined work area, and contribute to the mid-to-long term business planning process.
• Ensure the defined work area and associated activities comply with Health and Safety legislation. Ensure all risk assessments are undertaken and staff are made aware of their personal responsibility towards ensuring Health and Safety compliance.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.

Behaviours

• Seeing the Big Picture
• Changing and Improving
• Making Effective Decisions
• Managing a Quality Service
• Delivering at Pace
• Communicating and Influencing
• Developing Self and Others

Essential Experience

• Line Management/Change Management or Project Management skills/ experience.
• HR experience in a variety of areas including OD, L&D etc.
• Extracting, analysing, presenting MI and data to the business.

Technical Requirements

• Graduate membership of the Chartered Institute of Personnel & Development (CIPD) or equivalent experience.

Minimum Eligibility 

All candidates are subject to security and identity checks prior to taking up post.

All external candidates are subject to 6 month's probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS.

All staff are required to declare whether they are a member of a group or organisation which HMPPS consider to be racist.