Army Associate HR Business Partner
| Posting date: | 16 June 2025 |
|---|---|
| Salary: | £44,590 per year |
| Hours: | Full time |
| Closing date: | 16 July 2025 |
| Location: | SP11 8HT |
| Remote working: | Hybrid - work remotely up to 2 days per week |
| Company: | Ministry of Defence |
| Job type: | Permanent |
| Job reference: | 407960 |
Summary
Key Responsibilities:
• Strategic partnering: Supporting leaders to drive people strategies that enable depts/ALBs to deliver their objectives.
• Engaging and advising Leadership and People Teams on developing People Strategies and on the delivery of specific HR projects and interventions, by effective use of data, analysis skills, and challenge
• Supporting strategic workforce planning and resourcing, to establish existing and future workforce numbers, skills requirements and organisation structures
• Supporting the implementation of change, by advising on effective Defence change management, including the management of people risks
• Provide People MI and data to inform business leaders of Civil Service workforce trends, including analysis of People Survey, absence and turnover, making recommendations for interventions as required.
Problem Solving: Provide strategic input on HR topics and help leaders develop effective people solutions. The SEO HRBPs will have specific HR areas that they will act as the lead for as well as supporting two Grade 7 HRBP across the wider Army Headquarters business. Engaging with the TLB Army Civilian People Team (ACPT) to bring in SME as needed.
• Engaging HRBP, People and Senior Leadership Teams on the identification, development, commissioning and evaluation of HR interventions to achieve business outcomes, mitigate people risks, and improve process coherence.
• Ensuring people issues and risks are considered at the appropriate time including during talent management and succession planning, employee engagement interventions, and through analysis of data, that will drive increased capability and performance
Connecting: Help the organisation draw on appropriate CoE expertise and shared service support
• Ensuring their client areas understand and appropriately draw upon the total departmental HR function (including shared services, employee assistance programmes and support to line management capability)
• Ensure consistent application of HR delivery across Defence and in policy development/implementation
• Holding and facilitating relationships beyond the HR function – such as with Finance Business Partners and Trade Unions
Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively
• Coaching leaders on the implementation and timely and efficient delivery of planned and unplanned Human Resources programmes, through coaching style conversations and ad hoc advice
• Playing a key role in driving up the standard of their client areas’ leadership and people management
HR Hygiene: Support as required including advising on complex casework, interpretation of HR policy and answering/signposting queries from people teams, line managers and upon occasion, employees across the employee lifecycle received to the team group mailbox.
• Strategic partnering: Supporting leaders to drive people strategies that enable depts/ALBs to deliver their objectives.
• Engaging and advising Leadership and People Teams on developing People Strategies and on the delivery of specific HR projects and interventions, by effective use of data, analysis skills, and challenge
• Supporting strategic workforce planning and resourcing, to establish existing and future workforce numbers, skills requirements and organisation structures
• Supporting the implementation of change, by advising on effective Defence change management, including the management of people risks
• Provide People MI and data to inform business leaders of Civil Service workforce trends, including analysis of People Survey, absence and turnover, making recommendations for interventions as required.
Problem Solving: Provide strategic input on HR topics and help leaders develop effective people solutions. The SEO HRBPs will have specific HR areas that they will act as the lead for as well as supporting two Grade 7 HRBP across the wider Army Headquarters business. Engaging with the TLB Army Civilian People Team (ACPT) to bring in SME as needed.
• Engaging HRBP, People and Senior Leadership Teams on the identification, development, commissioning and evaluation of HR interventions to achieve business outcomes, mitigate people risks, and improve process coherence.
• Ensuring people issues and risks are considered at the appropriate time including during talent management and succession planning, employee engagement interventions, and through analysis of data, that will drive increased capability and performance
Connecting: Help the organisation draw on appropriate CoE expertise and shared service support
• Ensuring their client areas understand and appropriately draw upon the total departmental HR function (including shared services, employee assistance programmes and support to line management capability)
• Ensure consistent application of HR delivery across Defence and in policy development/implementation
• Holding and facilitating relationships beyond the HR function – such as with Finance Business Partners and Trade Unions
Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively
• Coaching leaders on the implementation and timely and efficient delivery of planned and unplanned Human Resources programmes, through coaching style conversations and ad hoc advice
• Playing a key role in driving up the standard of their client areas’ leadership and people management
HR Hygiene: Support as required including advising on complex casework, interpretation of HR policy and answering/signposting queries from people teams, line managers and upon occasion, employees across the employee lifecycle received to the team group mailbox.