HR Business Partner
| Posting date: | 24 July 2025 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £33,232 / year |
| Hours: | Full time |
| Closing date: | 01 August 2025 |
| Location: | Middleton, Lancashire, M24 6XH |
| Remote working: | On-site only |
| Company: | eTeach UK Limited |
| Job type: | Permanent |
| Job reference: | 1500135 |
Summary
We are looking to recruit a HR Business Partner to join our team and act as a people specialist to work closely with managers of designated business areas to champion a positive people experience in line with the College values.
We are looking for strong team player with excellent communication and influencing skills who can work proactively to build good relationships with managers and staff to coach and support on a range of people matters
The successful candidate will have good employment law knowledge and will advise on talent acquisition, performance, attendance management, employee relations and organisational change. They will also collaborate with the wider HR team to lead on key initiatives and contribute to HR projects and policy development.
Key Responsibilities
HR Business Partnering (specific business areas)
Headcount/staffing - monitoring establishment and supporting business area to manage their staff needs supporting with approvals requests and monitoring and advising on agency and contractor usage.
Talent Acquisition – Lead on recruitment planning and developing talent acquisition plans, supporting and advising manager on job descriptions, job adverts and interview approach and questions, supporting with selection and interviewing as needed.
Onboarding and induction – ensure a positive onboarding and induction experience for new starters in business area, ensuring good communication with new starters and supporting with any issues.
Probation – Support and advise managers on following process, providing data and dealing with any concerns. Ensure compliance with completion of mandatory training during probation period.
Performance Management – advising managers on action and timely interventions, monitoring support sheets and PIPs and linking with Quality regarding curriculum quality reviews and teaching and learning observations. Monitor compliance and quality of performance reviews.
Attendance management – timely intervention on all absence issues, providing data, monitoring triggers and long term sick leave, ensuring appropriate and timely communication and support for staff. Liaise with occupational health and health and safety as appropriate to support with adjustments. Supporting as required in review meetings.
Employee Relation cases – HR support on all grievances, disciplinaries and other disputes advising on process and providing support in investigations and hearings.
Organisational Change – Lead and support with orgnisational change processes, supporting with consultations and communication to staff.
Provide professional advice and guidance to staff and managers on all aspects of HR policy and procedure.
Coach and advise managers on all aspects of people management.
Contract changes – liaise with the HR Admin team on contract changes and payroll issues.
HR initiatives and Policies
Lead on the development of a key HR initiative i.e. recruitment, performance management, identifying and reporting on data as required.
To support with the review and development of HR policies and procedures.
Design and deliver training to managers on HR initiatives, policies etc.
HR System/Data
Ensure the HR System is fully utilised with accurate data and contribute to system good practice and development.
Report on and analyse HR data for business area/key initiative, monitoring trends and advising managers.
Support with data reporting for management information and external organisations as required.
Wider team support and personal development
Respond to queries from staff and managers, forwarding on to other team members as appropriate.
Ensure continuous development and improvement of professional knowledge to ensure the College is at the forefront of HR initiatives and good practice through attendance at events, webinars, training, networking and wider reading etc.
Proactively share knowledge, learning and insights with other members of the HR team.
Contribute to the continuous process improvement of HR activities and services.
Attend and participate in HR team meetings.
Support the wider HR function by sitting on recruitment panels and delivering staff training i.e.induction training.
Support wider college events and curriculum teams as required I.e. interview skills training with students.
Any other duties of a similar level of responsibility as required.
We are looking for strong team player with excellent communication and influencing skills who can work proactively to build good relationships with managers and staff to coach and support on a range of people matters
The successful candidate will have good employment law knowledge and will advise on talent acquisition, performance, attendance management, employee relations and organisational change. They will also collaborate with the wider HR team to lead on key initiatives and contribute to HR projects and policy development.
Key Responsibilities
HR Business Partnering (specific business areas)
Headcount/staffing - monitoring establishment and supporting business area to manage their staff needs supporting with approvals requests and monitoring and advising on agency and contractor usage.
Talent Acquisition – Lead on recruitment planning and developing talent acquisition plans, supporting and advising manager on job descriptions, job adverts and interview approach and questions, supporting with selection and interviewing as needed.
Onboarding and induction – ensure a positive onboarding and induction experience for new starters in business area, ensuring good communication with new starters and supporting with any issues.
Probation – Support and advise managers on following process, providing data and dealing with any concerns. Ensure compliance with completion of mandatory training during probation period.
Performance Management – advising managers on action and timely interventions, monitoring support sheets and PIPs and linking with Quality regarding curriculum quality reviews and teaching and learning observations. Monitor compliance and quality of performance reviews.
Attendance management – timely intervention on all absence issues, providing data, monitoring triggers and long term sick leave, ensuring appropriate and timely communication and support for staff. Liaise with occupational health and health and safety as appropriate to support with adjustments. Supporting as required in review meetings.
Employee Relation cases – HR support on all grievances, disciplinaries and other disputes advising on process and providing support in investigations and hearings.
Organisational Change – Lead and support with orgnisational change processes, supporting with consultations and communication to staff.
Provide professional advice and guidance to staff and managers on all aspects of HR policy and procedure.
Coach and advise managers on all aspects of people management.
Contract changes – liaise with the HR Admin team on contract changes and payroll issues.
HR initiatives and Policies
Lead on the development of a key HR initiative i.e. recruitment, performance management, identifying and reporting on data as required.
To support with the review and development of HR policies and procedures.
Design and deliver training to managers on HR initiatives, policies etc.
HR System/Data
Ensure the HR System is fully utilised with accurate data and contribute to system good practice and development.
Report on and analyse HR data for business area/key initiative, monitoring trends and advising managers.
Support with data reporting for management information and external organisations as required.
Wider team support and personal development
Respond to queries from staff and managers, forwarding on to other team members as appropriate.
Ensure continuous development and improvement of professional knowledge to ensure the College is at the forefront of HR initiatives and good practice through attendance at events, webinars, training, networking and wider reading etc.
Proactively share knowledge, learning and insights with other members of the HR team.
Contribute to the continuous process improvement of HR activities and services.
Attend and participate in HR team meetings.
Support the wider HR function by sitting on recruitment panels and delivering staff training i.e.induction training.
Support wider college events and curriculum teams as required I.e. interview skills training with students.
Any other duties of a similar level of responsibility as required.