Job title: HR Business PartnerJob family: Business SupportReports to: Director, Golden Lane Housing/Head of

HR, ServicesManagement of: N/A

The key roles for HR Business Partner are:

Business Partner People Strategic Lead Culture and Change Agent Stakeholder Management HR Expert

Business PartnerThe HRBP fully contributes to and has accountability with senior team members for the success of the GLH team. They have a vision for how the team can succeed in the future and play an active part in the establishment of the overall strategy to deliver on this vision. They will know the team, its operating context, the market, and the people inside-out and can use data to identify trends and cultural issues. They understand the finances and how the team can grow.

KPI’s:

Joint accountability for achievement of relevant KPIs Drives and supports effective business planning and challenges

established/ingrained thinking Produces and presents people related MI and cost/benefit

analyses to support decision making and targeting of issues Facilitates the process of gaining strategic clarity in team plans

and leads the implementation of business strategies to make them real to the employees of the company

Contributes to business analysis to support organic and other growth, recognising business trends, their impact on the business, and able to forecast potential obstacles to success

Demonstrates organisational insight through knowledge of people and operating contexts and targets action

1

Measures: effective people plan in place, alignment to PS strategy, evidence of effective MI dashboard in region/team incorporating key metrics, achievement of KPIs, performance in accountability meetings, matrix 360 feedback, talks with knowledge base of teams/culture, successful new ideas

People Strategic LeadThe HRBP will develop and implement locally Shape your Future and other people strategies/frameworks which will incorporate sound organisation development principles. This will include a talent management plan in the team which ensures that individuals enter, move up, across, or out of the organisation in a way that benefits the team and wider business unit/Mencap. They will achieve higher productivity across the region, saving money.

KPI’s:

Shapes and implements the team people strategy which supports national initiatives like Shape your Future, including a talent management plan

Understands and applies organisation development frameworks to senior team thinking, e.g. talent pipeline, succession planning, high performance culture etc.

Leads and develops new attraction strategies in team, promoting the employer brand

Understands how to maximise productivity in teams using organisation design principles, identifying blockers to effectiveness and providing solutions

Identifies and shapes leadership development and career development for the benefit of the team and the wider Mencap in partnership with OD and L&D colleagues

Leads on local employee engagement initiatives to align interests of employees and BU, listening to employee opinion and keeping abreast of the employee relations climate within the region

Measures: achievement of KPIs (turnover, vacancies/agency, productivity), talent plan in place, L&D plan in place, top talented programme in place, succession planning in progress, SYF appraisal scores, appraisal completion rates, levels of engagement, exit interview data

Culture and Change AgentThe HRBP understands and plans for cultural change in all projects and knows how to gain commitment to change from staff across all service types. They help turn what is known into what is done. They role model a positive cultural attitude.

KPI’s:2

Understands the culture(s) and true service context across the team and how this helps or hinders progress

Help shape the culture, trying to align external customer expectations with internal employee and organisation behaviours 

Coaches leaders in how their actions reflect and drive culture and how to make culture and change real to employees

Takes lead role in supporting local change, supporting and challenging managers to be effective/inspirational leaders

Ensures change happens through implementation of strategies, projects, or initiatives and reviews outcomes of these and their contribution to achieving business strategy

Measures: Evidence of strong leadership in team, embedding/success of new operating structures, engagement levels, achievement of KPIs, SYF scores, talks from knowledge base about culture

Stakeholder ManagementThe HRBP creates strong relationships with all the key stakeholders and clients within their matrix, including wider HR team, OD, senior team, operational managers, AskHR, quality and commercial teams and the wider Mencap. This leverages effective coalitions and joined up thinking across HR team and wider business unit/Mencap. They have a service orientation, working to high standards of customer service and campaigns for GLH and wider Mencap interests.

KPI’s:

Provides honest and constructive feedback to everyone they work with in the interests of organisational improvement

Trusted and works effectively with all stakeholders in their matrix

Works to improve effectiveness across all HR function Works effectively with shared service to identity people

trends/issues Achieves results through utilising the whole HR and wider

support functions Creates winning coalitions across functions and handles

conflict/powerful parties well Manages competing/conflicting priorities effectively and can

achieve a way through

Measures: 360 matrix feedback, impact on HR/PS practice improvement, success of HRDirect, evidence of strong relationships, evidence of effective team working with quality, commercial, BSC and operational colleagues

HR Expert

3

Practices and demonstrates a high level of technical HR knowledge, skill and expertise, including legal, theory, and tools. Uses HR networks to upskill self and the teams they work with. Achieves high trust in knowledge and ability to apply this to business focussed solutions.

KPI’s:

Advises on high profile ER cases where necessary, liaising with AskHR

Has oversight of litigation activity in conjunction with AskHR team

Monitors ER activity in region/team via AskHR team and reports on this to senior team

Advises teams they work with on good practice HR Ensures managers have required HR skills and expertise Contributes to policy development Contributes to wider HR team practice/thinking by taking

strategic lead on area of practice/project Undertakes regional/team job analysis/evaluation

Measures: litigation levels, resolution of high profile cases, plan achieved to develop manager HR skills in move to the HRDirect service, effective relationship with AskHR team

4

HR Business Partner person spec

KnowledgeEssential/Desirable

Knowledge of HR theories, frameworks and tools EChange management EProject management DOrganisation development/design principles DMergers & Acquisitions D

Skills/personal attributesGood judgement/decision making EStrategic planning ESystems thinker EBusiness savvy ERisk taker EPolitical awareness ECreates excitement EProvocateur EInitiative EHonesty EAdaptability EResilient ESelf awareness EEmpathy EOptimism EAmbiguity tolerance E

ExperienceExtensive HRBP experience EHousing sector experience as HRBP D

5