Head of HR Business Partnering
| Dyddiad hysbysebu: | 23 Chwefror 2026 |
|---|---|
| Cyflog: | £64,659 i £76,260 bob blwyddyn |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 08 Mawrth 2026 |
| Lleoliad: | Edinburgh, Scotland |
| Gweithio o bell: | Hybrid - gweithio o bell hyd at 5 ddiwrnod yr wythnos |
| Cwmni: | Scottish Funding Council |
| Math o swydd: | Dros dro |
| Cyfeirnod swydd: |
Crynodeb
To lead the design, and implementation and ongoing delivery of a modern HR business partnering and advisory model and support organisational change and transformation.
Key responsibilities
1. Reporting to the Deputy Director, lead the design, implementation and ongoing delivery of a modern HR business partnering and advisory model aligned to SFC’s corporate strategy, values and objectives.
2. Lead the business partnering team to provide a service of trusted support to Directors, senior leaders and managers: offering expert and evidence-based advice support and guidance on all aspects of people management, organisational development, performance and workforce planning.
3. Lead the business partnering team to provide professional advice as required on employee relations matters, fostering a positive and inclusive work environment, taking account of advice and support from other HR team leads where appropriate, and ensuring consistency with SFC’s established policies and legal obligations.
4. Partner with Directors and their leadership teams to drive and support systemic organisational change initiatives, in collaboration with colleagues from within the People & Transformation team and the wider Corporate Services directorate. This includes collaborating to identify talent needs, develop succession plans, and implement effective recruitment practice, workforce planning, retention, and development approaches within their business areas.
5. Build effective working relationships across the organisation, representing SFC’s interests and values in all interactions.
6. Role-model an adaptable approach to prioritisation to enable delivery, support individuals and teams to find solutions in the context of shifting needs and demands.
Skills, qualifications and experience
Essential
• Proven track record of effective delivery in a senior HR business partner role, ideally within the public sector or an organisation going through significant change.
• Demonstrable track record of designing and implementing HR business partnering models.
• Good working knowledge and understanding of employment law, HR best practice, and current trends in people management.
• Experience of leading teams in the context of organisational change with a proactive, solutions-oriented and innovative approach. Partnering and seeking the involvement of others and maintaining effective communications.
• Commitment to role-model the organisation’s values and foster an environment which supports inclusion and belonging. Working cohesively and collaboratively with senior leaders and their teams to do the same.
• Excellent communication, interpersonal and influencing skills, with the ability to build trust and credibility at all levels of the organisation.
• Ability to take an analytical approach, with experience in using data and management information to inform decisions and measure success.
• Relevant professional body qualification (e.g. Chartered membership of CIPD) or equivalent relevant experience.
Key responsibilities
1. Reporting to the Deputy Director, lead the design, implementation and ongoing delivery of a modern HR business partnering and advisory model aligned to SFC’s corporate strategy, values and objectives.
2. Lead the business partnering team to provide a service of trusted support to Directors, senior leaders and managers: offering expert and evidence-based advice support and guidance on all aspects of people management, organisational development, performance and workforce planning.
3. Lead the business partnering team to provide professional advice as required on employee relations matters, fostering a positive and inclusive work environment, taking account of advice and support from other HR team leads where appropriate, and ensuring consistency with SFC’s established policies and legal obligations.
4. Partner with Directors and their leadership teams to drive and support systemic organisational change initiatives, in collaboration with colleagues from within the People & Transformation team and the wider Corporate Services directorate. This includes collaborating to identify talent needs, develop succession plans, and implement effective recruitment practice, workforce planning, retention, and development approaches within their business areas.
5. Build effective working relationships across the organisation, representing SFC’s interests and values in all interactions.
6. Role-model an adaptable approach to prioritisation to enable delivery, support individuals and teams to find solutions in the context of shifting needs and demands.
Skills, qualifications and experience
Essential
• Proven track record of effective delivery in a senior HR business partner role, ideally within the public sector or an organisation going through significant change.
• Demonstrable track record of designing and implementing HR business partnering models.
• Good working knowledge and understanding of employment law, HR best practice, and current trends in people management.
• Experience of leading teams in the context of organisational change with a proactive, solutions-oriented and innovative approach. Partnering and seeking the involvement of others and maintaining effective communications.
• Commitment to role-model the organisation’s values and foster an environment which supports inclusion and belonging. Working cohesively and collaboratively with senior leaders and their teams to do the same.
• Excellent communication, interpersonal and influencing skills, with the ability to build trust and credibility at all levels of the organisation.
• Ability to take an analytical approach, with experience in using data and management information to inform decisions and measure success.
• Relevant professional body qualification (e.g. Chartered membership of CIPD) or equivalent relevant experience.
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