Job Description

Job Title:

HR Business Partner

Role:

Manager

Department:

HR Team

Reporting to:

Senior HR Business Partner

Location:

London centres with frequent business travel

Direct Reports:

None

Main Function of Job:

To partner with HR colleagues and key stakeholders and leaders to deliver a HR

service in line with the needs and priorities of the University of Law.
To oversee the implementation and delivery of key HR initiatives as the key interface
between professional HR and the business in operational Centres across the UK.
Translate business requirements into effective HR practices across Centres,
delivering people solutions aligned to business objectives.
Work at an operational level with multiple stakeholders
Deal with complex or sensitive day to day people management issues
Influence Management and Leadership around the people agenda and issues
Responsible for recruitment; performance management; etc. Implementing HR
initiatives and as a senior generalist you will advise, guide and support all staff and
managers in the University; providing high level people management and
development support across the all Centres in the UK.

Specific Responsibilities:
Recruitment & Selection
Agree need for vacancy/resource
Identify potential resourcing solutions External recruitment/Consultant/Internal Move
Responsible for recruitment authorisation process
Sourcing/campaigns/PSL
Interviews
T & C/offer/on boarding
Induction and follow through
Employee Relations
Act as the first line of contact in Human Resources for any employee relations issues
involving employees between entry level and Executive Manager.

PDR

Ensure that the Senior HRBP is made aware of any sensitive employee relations
issues that arise as appropriate.
Support, develop and coach people managers to manage employee relations issues
using University of Law policies, procedures and best practice, ideally resolving
issues where possible informally.
Build and maintain relationship with local Union representatives in respective centres
/ departments.
Advise on occupational health issues, seeking specialist advice as appropriate.

Responsible specific PDR performance in specific Centres

Capture learning and development trends and needs up to Executive Management
career level and provide appropriate inventions.
Assess quality of PDRs/Reviewer performance in specific Centres and develop as
required
Partner with learning and development to identify and deliver PDR training as
required on an annual basis.

Promotions
Manage all promotions up to Executive Management career level in consultation with
the relevant Senior HRBP to ensure reflection of competence, diversity and
comparability with like for like roles in across Centres
Work with local leaders to ensure any salary revisions are aligned within new roles
Talent Mapping
Support Senior HRBPs manage the talent profile of the within Centres for the UK at
all grades
Identify within and across Centres trends and possible needs for intervention and
liaise with Learning and Development Team to discuss appropriate interventions
Highlight trends in specific Centres and feed through to Senior HRBPs working
together to agree any appropriate actions
Developing Others
Support, develop and coach HR Administrators and HR colleagues, with their
personal and professional development, ensuring that they are appropriately involved
in operational issues and project work as appropriate.
Support, develop and coach local people managers in relation to their approach and
consideration of people issues, ensuring that they understand the impact of these on
the individual and the business.
Organisation Development
Support the Senior HRBPs any Centre/Functional specific change programmes
ensuring that they provide a value adding service in all change management
programmes.
Reward & Remuneration
Support the Senior HRBP with the Salary Review Process up to and including Senior
Executive Manager
Working with Senior HRBP to identify the issues by Centre/Function which need to
be considered and factored into strategy

Support Line Managers with the Salary Review process guidelines

Work with Line Managers to agree how to distribute salary budget across
Centres/Functions based on knowledge of issues and market data
Ensure salary review across Centres/Functions is complete on time / to budget and
accurately reflects consistency across Centres and Functions in the UK.
Manage deemed salary reviews as appropriate.

Projects / Initiatives & Strategy

Partner with Senior HRBPs and other senior HR colleagues in the implementation of
the strategic HR Plan, projects and initiatives at the University of Law to positively
add value to both our business and employees.
Identify local project and HR initiatives in line with local Centre/Functional needs,
working with the relevant Senior HRBP, to gain additional support and leverage.
Partner with key stakeholders within Centres/Functions to ensure that all HR projects
and initiatives are appropriately communicated and implemented on a local basis.
Support, partner and develop Administrators in the implementation of HR Projects
and initiatives where appropriate.
Administration, Systems & Records
To promote the use of HR systems policies and processes, challenging appropriately
as necessary.
Manage exit processes for staff, carrying out exit interviews etc.
Advice managers on use of services of non-employees eg Consultants, Contractors,
Temporary Workers, Visiting Tutors etc.

In addition to the responsibilities listed above, the job holder may be required to perform other
duties as assigned by members of the HR Management Team from time to time.
This job description is to be read in conjunction with the relevant Roles and Responsibilities
Career Level document.
This job description is correct at January 2014. It may vary in consultation with the post
holder to reflect changes within the market place, in the HR Team and the University.

Signature
Print name
Date

Person Specification
Job Title:
Role:
Department:
1.

HR Business Partner
Manager
HR

TRAINING AND EDUCATION

Essential
CIPD qualified, Graduate or Member status
Graduate or equivalent
2.

SKILLS AND KNOWLEDGE

Essential
Good, confident communicator
Good facilitation and presentation skills
Good knowledge of MS Office particularly
Word, Excel and PowerPoint
Excellent standard of written English
Excellent knowledge and understanding of
employment law
Commercially and Financially astute

3.

Desirable
Qualified/Licenced in SHL or Saville Wave
Psychometrics

Desirable

EXPERIENCE

Essential
At least 5 years experience of working as a
HR professional with at least 2 years working
with a leadership level on a consultative and
partnering basis
Experience of advising managers on a range
of people matters (e.g. discipline, grievance,
performance
management,
sickness
absence, recruitment, etc)
Experience of working with middle/senior
managers
Experience of working in a stand-alone role
Experience of implementing new initiatives
and rolling out new ways of working

Ideally have operated in a multisite HR

role

Experience of using a recognised

Software/Database System

Desirable
Experience of working in a legal, professional
services or education environment
Knowledge of the iTrent HRIS

HR

4.

BEHAVIOURAL SKILLS

Essential
Ability to establish effective relationships
Collaborate, persuade and influence

Desirable

5.

Proactive, ability to work on own initiative

Can do attitude
Ability to work unsupervised
Ability to work under pressure and meet
deadlines
Inspirational in approach to team colleagues
and client groups
An interest in developing HR knowledge and
skills
Assertive, resilient and tenacious
Ability to hold challenging conversations
Ability to think for yourself and implement
best practice in the absence of a policy or
procedure
Professional and informed
Proactive/reactive
Enquiring and prepared to challenge
Facilitative
Objective
Seek and give feedback
Ability to build and sustain effective
relationships within the business
Excellent communication and influencing
skills
Relationship management and personal
credibility
Energy and drive

SPECIAL CIRCUMSTANCES & ENVIRONMENT

Essential
Office based with frequent travel between
other Centres in the UK as appropriate
Flexibility in working hours will be required to
meet demands of the role
An understanding of the confidential nature of
this area of work
Willingness to undertake business travel to
other sites on a frequent basis

Desirable