HR Partner Job Desc

							JOB DESCRIPTION


Job Title:                   HR Partner
Responsible to:              Director of Corporate Services
Staff Reporting to post:     HR Advisor
Grade:                       E
Full/Part time:              Full time
Location:                    London

Job Context
This post works within the Corporate Services department which covers human resources,
facilities management and IT.

The post holder will provide strategic HR support to facilitate management decision making in
key areas of the business through the provision of partnering support to Director Fundraising &
Marketing, Director Finance & Business Planning and 2 x Assistant Directors, with responsibility
for all country offices.

The postholder is responsible for the implementation of effective human resource and learning
and development strategies across all parts of the organisation.

Scope and limits of Authority

The post manages the HR budget and L&D budget. The postholder will also have authority to
sign invoices up to £10,000.

The postholder independently develops new initiatives for UK and overseas staff in the area of
corporate training and development and talent development working in partnership with other
internal and external specialists when necessary.

The post holder advises and supports line managers in the management of staff and provides
independent and confidential advice to staff on employment issues. The post holder also
advises overseas offices on services that cover the full range of Human Resource Management
issues.

This role supports employee engagement through the management of communication and
involvement strategies which offer staff the opportunity to contribute to the decision making
processes.

The postholder will be responsible for the line management of the HR Advisor who has
responsibility for the management of recruitment and Payroll administration.


                                         v 3 April 2010
Areas of Responsibility

      Advise UK Directors and Assistant Programme Directors on changes to employment
       legislation and best practice and the implications of such changes to the organisation.

      Lead on the development and implementation of a corporate training and development
       strategy, which seeks to identify and manage the organisation’s talent, build capacity
       across the organisation in line with future needs of the business, and design an annual
       training plan which outlines the learning and development initiatives that support the
       organisation in implementing the strategy.

      Design and deliver training and development interventions as needed for the
       organisation to build capacity and competence in key areas of the business.

      Ensure performance management process is undertaken to the standards required
       across the organisation and extract training requirements from the personal
       development plans.

      Implement internal communication strategies and opportunities to learn through a variety
       of mechanism in order that staff across the organisation can learn from each other and
       the organisation is able to reflect on best practice and maximise its potential.

      Build and maintain relationships with external training providers and consultants, and
       manage the procurement of services as appropriate.

      Evaluate the impact of corporate learning and development strategies and make
       recommendations for continuous improvement.

      Support countries to develop effective training and development strategies and plans,
       with budgets that support the achievement of the organisational strategy.

      Represent the Human Resources function within working groups as appropriate, and
       support the strategic decision making process within these.

      Conduct outreach and network with other organisations to share strategies, identify
       synergies and promote collaboration and quality standards in learning and development.

      Support the Corporate Services Director in the implementation of employee engagement
       strategies to increase employee satisfaction and improve staff retention.

      Chair the Staff Representative Group in communicating to Directors those issues that
       are of concern or interest to the entire EveryChild staff.

      Approve recruitment requests and advise recruiting and senior managers on appropriate
       recruitment processes both in the UK and overseas. Where appropriate participate in
       interviews.



                                        v 3 April 2010
      Work with Director Corporate Services and Finance Manager to develop an annual
       working budget ensuring financial sustainability through effective resource planning and
       to monitor financial performance on a monthly basis.

      Maintain and implement job evaluation process. Chair job evaluation panel and monitor
       objectivity of all evaluations. Ensure panel members receive adequate training.

      Manage the Staff Recognition Scheme in line with organisational policy.

      Lead on the publication of a quarterly Corporate Services e-Newsletter distributed to all
       EveryChild staff worldwide.

      Line manage the HR Systems and Payroll Officer to ensure that HR records are
       maintained effectively and efficiently and that the monthly payroll is delivered effectively.



Person Specification

Knowledge

      A good knowledge of UK employment law
      Ability to determine and interpret employment law from countries outside the UK.
      Good knowledge of organisation development processes and practices particularly,
       change management, learning and development
      An awareness of matters relating to gender, race, disability, and cultural sensitivities
      Professional HR qualification (preferable) or equivalent work experience

Experience

      Experience of developing and delivering a range of strategies that build the capacity and
       expertise of the organisation in order to enhance the organisation’s impact
      Experience in the design, delivery and evaluation of a range of learning and
       development initiatives
      Experience of providing professional employment law and HR advice to senior
       managers
      Experience of living and working outside the UK (desirable)


Skills/Abilities

      Able and comfortable working at both strategic and operational levels
      Ability to influence effectively through clear oral and written communication
      Understanding of the complexities of working with people from a range of cultural
       backgrounds
      Ability to build credibility quickly and effectively and sustain key relations


                                          v 3 April 2010
   Drive and determination to ensure that the HR perspective is considered at all levels
   An effective team player, yet also able to work independently
   Able to foster collegial working relationships based upon open communication, respect
    and sensitivity
   Able to respond to difficult situations and conflict calmly and confidently with tact,
    patience and professionalism and to be able to negotiate an optimum outcome.
   Deal effectively with complex difficulties requiring significant levels of judgement and
    assessment of information
   Flexible and able to undertake overseas travel (up to two months per year)
   Commitment to continuous improvement




                                     v 3 April 2010
HR Business Partner - Terms and Conditions

    Length of Contract/ Notice period

Probation – 6 months
Notice period during probation – 1 week
Permanent contract
Notice period - 2 months’ notice

    Salary Package

£35,000 - £40,000 per annum


    Annual Leave

         25 days per year
         3 day winter closure
         8 days bank holidays

    Sick Leave

Sickness entitlement following completion of probation is 8 weeks full pay and SSP for
an additional 20 weeks within a 52 week period.

 Study Leave

         Negotiable

    Flexible Working

We are happy to receive requests for flexible working and will review this in line with the
business.

    Pension Scheme

Group Pension scheme - Following 3 months service EveryChild will match your gross
pension contribution of between 3% and 7.5% of gross basic salary.

    Other Benefits

Travel & Leisure

     Interest Free Season Ticket Loan
     Interest free training loan (dependent upon eligibility)




                                             v 3 April 2010
Health & Well Being

   Eye tests
   Employee Assistance programme




                                    v 3 April 2010