HR & Resourcing Partner

Job details
Posting date: 09 July 2020
Salary: £28,000 to £30,000 per year
Hours: Full time
Closing date: 08 August 2020
Location: Essex and London (Remote based), CM12 0EQ
Company: Outlook Care
Job type: Permanent
Job reference: HR RES PTNR

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HR & Resourcing Partner

Salary £28-£30k. Remote working with occasional travel across London and Essex

About You

Are you a values driven, HR professional with a passion for Care & Support?You may be an experienced HR Adviser or who is looking to develop into a HR Partner role, or an experienced HR Partner. Do you have an understanding of the challenges and rewards of working in Care & Support? If so, wewould love you to join our dynamic and welcoming HR Team.

About Us

Outlook Care is a not for profit organisation operating across London, Essex and the surrounding areas, providing a wide range of person-centred support to a large number of people. Our services include dementia care, support for people with learning disabilities and mental health support. We deliver our services in a range of service models including supported living, purpose built registered care and nursing homes as well as providing individual support to people living in their own homes.

About the Role

The HR & Resourcing Partner role will work closely with our operational managers in providing people related advice, support and guidance. We have services across Essex and London and the role is based remotely with a need to visit services on occasion.

What Next?

Closing date for applications is the 31st July 2020, however we may close the recruitment early depending on the response level, so don't delay in making your application.

Role Profile - HR & Resourcing Partner

Role Purpose:to manage and deliver a customer focused HR & Resourcing service achieved through understanding of changing business needs and delivery of HR solutions which support the achievement of business objectives.

Key Outcomes:

- By acting as the professional lead in a defined area of the business take responsibility for HR matters

- By maintaining awareness of key business challenges participate in projects and input proactive, appropriate and timely HR solutions and advice.

- Provide HR advice to management and staff and take responsibility for HR cases to ensure effective relationships are maintained. Provide regular updates to Regional Managers on key HR matters.

- By assuming responsibility for day to day HR operations, and through building constructive and supportive relationships with staff, ensure delivery of a service that meets organisational needs.

- By providing a comprehensive service to designated departments, ensure that recruitment and retention needs are identified and met and shared with resourcing colleagues.

- Develop and implement recruitment and resourcing work plans for services to ensure the right staff are recruited in a timely, transparent and compliant way

- Support managers with recruitment and selection advice and guidance including supporting them with all stages of the recruitment and selection process

- Work with SMT and EMT to provide information on the effectiveness of recruitment and selection including metrics and bench marking information

- Support and challenges managers on their recruitment and resourcing needs, helping them to achieve effective deployment of their resources in the most efficient way

- Provide statistics and performance indicators as required; and update and utilise records to provide reports and correspondence as required (e.g. employee case log).

- By maintaining awareness of all terms and conditions and HR policies and procedures provide accurate and timely advice upon interpretation.

- By development of HR policies and procedures ensure compliance with statutory and organisational standards.?

- By utilising and developing HR information Systems ensure all employee data, manual and

- electronic, is accessible, accurate and up to date.

- Ensure all staff / worker records are accurate, maintained and all necessary contractual changes are processed

- By coaching, support and training support Line Managers to develop people management skills.

- By taking responsibility for engagement and co - ordination of volunteers support the improvement of services.

- By taking responsibility for particular projects (e.g. HR Systems Lead, Pay & Uplift Modelling, Policy development, Employee retention, employee engagement, employee relations) ensure that the department fulfills its remit.

- To support the business in resolving matters of conflict at the earliest opportunity and provide an independent mediation role where appropriate.

- By acting in an advisory capacity in the management of any formal process within the scope of employee relations and to arrange and attend formal hearings and appeals as required

- To escalate concerns in relation to HR business risk where advice is not acted upon appropriately

- By providing HR performance indicators, meet external and internal performance management requirements.

- By understanding occupational pension options provide guidance and advice to Managers and staff.

- By deputising senior colleagues as required support the development of the HR/TLD team, meet the wider needs of the organisation.

- By effective management of delegated budgets ensure that a financially viable service is delivered.

- Responsible for monitoring of both short and long-term sickness to ensure that staff are managed in accordance with policy through effective advice to line managers.

- Management referrals to OHS provider to allow support to long term sickness cases and staff return to work

- By assuming responsibility for the process of TUPE

- By taking responsibility for change management to support business decisions and the organisational business plan.

- Identify and manage redeployment opportunities and support the process to ensure best outcome for stakeholders and to ensure effective relationships are maintained.

- By appropriate bench marking and awareness of external pay to ensure the delivery a cost effective service in line with organisational requirement.

- To support the Assistant Director of HR as required

- Be aware of employee benefits and ensure they are all effectively administered.

- Liaise with Learning and Development to support the delivery of required training to staff to ensure compliance

Proud member of the Disability Confident employer scheme

Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.

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