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HR Partner

  • Location

    London

  • Sector:

    Human Resources, Operations, Admin & Support

  • Job type:

    Permanent

  • Salary:

    £35k per year

  • Contact :

    sekai.lindsay@harrishill.co.uk

  • Contact phone:

    020 7820 7307

  • Job ref:

    HQ00043259

  • Published:

    3 days ago

  • Duration:

    Permanent

  • Consultant:

    Sekai Lindsay

I am excited to be working with an amazing charity in search of an HR Partner. This is an excellent and rare opportunity for an outstanding HR Partner to join a friendly and experienced team on either a part-time (28 hours) or full-time basis (35 hours) per week. The team provide comprehensive high-quality HR support to staff, clergy and parishes. The role will cover a wide range of activities, including HR advice and guidance (for employee, office holder and volunteer situations), recruitment of staff, project support, contributions to policy development and to be the 'go to' day-to-day HR specialist within the organisation.

Job Purpose:
To provide comprehensive and professional HR services and support, working closely with our staff, clergy and parishes.
To be responsible for recruitment projects, i.e. working closely with line managers to identify requirements, ensuring that comprehensive job and person specifications are prepared, the salary ranges are approved via the Remuneration Committee, job application packs and advertisements are prepared, approved and issued.
Advise on appropriate and cost-effective sourcing/recruitment solutions.
Facilitate short-listing process, arrange and participate in interviews.
Manage the job offer process, from preparation and issue of offer letters and contracts, taking up references and co-ordinating all other associated checks, such as social media.
Facilitate the preparation of a comprehensive induction for new employees, together with line managers.

Policies and Pay:
To draft and update HR policies, processes and procedures for review with the HR Director, prior to submissions to the senior leadership team for approval. To manage the implementation and communication of updated policies, processes and procedures.
To manage the Pensions provision for staff, ensuring that auto enrolment legislation is adhered to.
To prepare salary recommendations for new or revised roles, taking internal and external salary comparisons into account.
To arrange the annual pay review meeting, i.e. provide background data, draft recommendations, in consultation with the HR Director, in readiness for review with Bishop's Leadership Team (BLT) and Bishop's Council.
To prepare monthly payroll changes ready for authorisation and communicating to the finance team.

General:
To advise managers on HR best practices across a range of HR topics, including recruitment, performance management, employment practices, disciplinary and grievance processes.
To oversee the management of the staff holiday records system and staff sickness absence.
To manage disciplinary, capability, exit and redundancy processes, when applicable, alongside line managers.
To administer staff annual appraisals.
To support line manager on identifying training and development needs for DBF staff; source cost effective training and arrange, as required.
To manage and maintain the HRIS system ('Breathe').
To be responsible for HR administration for all DBF staff, i.e. processing of all documentation from recruitment through to leaving.
To keep up to date on employment legislation and HR best practices.
Lead on process and communications for any statutory leave or other leave requests (maternity, paternity, shared parental, or adoption leave etc.)
To undertake any other reasonable duties as requested by the HR and Safeguarding Director.

HR for clergy and parishes:
To provide guidance and support to clergy on any HR and policy-related queries, ensuring that queries are followed up swiftly and responded to by the most appropriate person.
To manage clergy sickness absence records.
To provide guidance and support to parishes on HR queries, ensuring that queries are followed up and responded to, or signpost to the most appropriate person.
To ensure that the HR toolkit is an up-to-date source of good HR guidance and practice.

Person specification:
Previous experience of operating in a professional environment such as legal services or a large charity/public sector organisation.
Providing HR advice to managers at all levels in an organisation.
Development of HR policies and good practice guidance.
Experience of managing an HR Information System (HRIS).

Knowledge:
Strong working knowledge of UK employment legislation and the ability to apply these to a variety of situations, using a pragmatic and common sense approach.
Knowledge and understanding of personalities and behavioural styles in order to work collaboratively.
Knowledge of the Church of England, its organisation and governance structures.
Knowledge of applying HR knowledge within the Church of England legislative framework.
Conversant with clergy terms of service.
Use of aptitude/psychometric tests for recruitment and selection.

Skills:
Strong planning and organisational skills. .
Pragmatic and solutions-orientated approach to resolving situations or issues.
Ability to balance conflicting priorities and workload challenges.
Delivery-orientated, understands what is important to key stakeholders.
IT/systems aptitude.
Very clear communicator, with excellent written and verbal communication skills.
Good analytical and numeracy skills, with good attention to accuracy and detail.
Ability to write clearly and explain complex issues concisely.
Skilled and effective at delivery workshops or training modules/courses.
Able to travel around from time to time, with a full, clean driving licence.

If you have the above skills and experience and are immediately available, please apply online today!