Human Resources Business Partner

Full Job Description

Human Resources Business Partner (HR BP)

3 Month FTC

Circa £45,000 per annum

London, Hybrid

Public Sector

Burman are currently supporting a public sector client appoint a Human Resources Business Partner on an interim basis. You will play a pivotal role in aligning HR strategies with organisational goals, fostering a positive work culture, and ensuring compliance with relevant regulations. You will serve as a trusted advisor to department heads and managers, providing expert guidance on a wide range of HR matters, including talent management, employee relations, performance management, and organisational development.

Key Responsibilities:

1. Strategic HR Planning: Collaborate with senior management to develop and implement HR strategies that support the organisation's mission, vision, and objectives. Proactively identify HR challenges and opportunities and develop plans to address them.
2. Talent Acquisition and Management: Lead recruitment efforts for key positions within the organization, ensuring a diverse and qualified candidate pool. Develop and implement effective onboarding programs to facilitate the integration of new hires. Partner with department heads to identify talent gaps and develop strategies for talent development and retention.
3. Employee Relations: Serve as a trusted advisor to managers and employees on all matters related to employee relations, including performance issues, disciplinary actions, and conflict resolution. Conduct investigations into employee complaints or grievances and recommend appropriate solutions.
4. Organisational Development: Identify opportunities for organizational development and change management initiatives to enhance efficiency, productivity, and employee engagement. Lead initiatives to foster a culture of continuous improvement and innovation.
5. HR Policy and Compliance: Ensure compliance with all relevant labor laws, regulations, and organizational policies. Develop and update HR policies and procedures as needed to reflect changes in legislation or organizational priorities. Provide guidance and training to managers and employees on HR policies and procedures.
6. HR Analytics and Reporting: Utilise HR data and analytics to inform decision-making and measure the effectiveness of HR programs and initiatives. Generate regular reports on key HR metrics, trends, and insights to senior management.