Head of HR Strategic Partnering

Grade 7 , Perm

Liverpool, Newport

Job summary:

• Are you excited by the opportunity to shape organisational strategy by partnering with leaders and ensure people decisions drive business success?
• Do you thrive on developing and leading a high performing HR Partnering team, coaching others to become trusted strategic advisors across the organisation?
• Are you motivated by driving transformational change, influencing culture and delivering innovative people solutions that create lasting organisational impact?

Job purpose:

Your role is to lead the delivery of strategic HR partnering across the Charity Commission.

This role leads the areas of People Performance, Strategic Capability and Employee Experience as well as being responsible for delivering against the strategic HR objectives outlined in the organisational Business Plan. You will proactively seek opportunities for continuous improvement in our people practices, using data and evidence to determine the priority areas. You will act as a trusted advisor to senior leaders on HR matters, and represent the People and Development function in projects and external networks.

Job description

Key Responsibilities:

• Provide strategic oversight to all people practices within the organisation and ensure alignment with the organisational Business Plan.
• Lead strategic workforce planning, producing consistent and reliable workforce planning tools and have regular workforce planning discussions with Directors and Assistant Directors.
• Use data and evidence to monitor and drive people performance across the organisation.
• Design and implement succession planning and talent management strategies with clear alignment between both areas.
• Oversee the annual pay remit.
• Implement capability interventions that meet the needs of the organisation, for example developing leadership skills, developing a 5-year training plan and career pathways for all roles, and leading a new Casework Academy programme to strengthen the skills and knowledge of new starters.
• Lead the ongoing employee engagement cycle including gathering employee feedback in a variety of ways (for example, People Survey, exit interviews, stay interviews, pulse surveys, Time to Talk with CEO, etc). Turning this feedback into tangible actions and keeping employees regularly updated on progress.
• Take responsibility for key factors that impact the employee experience including our overall employee offer, how we recognise and reward our employees, and seeking continuous feedback on improving the employee experience through our engagement events.
• Regularly liaise with Directors and Assistant Directors to ensure they are engaged with all strategic people areas, positively and strategically influencing as necessary.
• Regularly evaluate strategic HR workstreams and demonstrate value they are adding to the business.
• Draft papers and reports for presenting to Executive Leadership Team, Remuneration and People Committee, and other boards when required.
• Be an active member of the People and Development Senior Leadership Team, the Resources Directorate Leadership Team and other Boards as required.
• Develop positive, collaborative working relationships with stakeholders and trade unions on HR matters.
• Work across government through involvement with Communities of Practice and working groups informing future direction of Civil Service wide initiatives.

Person specification

Ability:

• Identify people issues in a proactive way and communicate confidently and persuasively about solutions, constructively challenging and providing appropriate feedback with tenacity and ethical integrity.
• Understand and implement people-related change and initiatives with evidence of the impact on the business through the analysis of appropriate metrics and insight.
• Actively promote the reputation of P+D and the Organisation, both internally and externally, displaying enthusiasm for the work, helping to inspire colleagues and stakeholders to fully engage with the aims and long-term vision.
• Seek out shared interests beyond own area of responsibility, understanding the extent of the impact actions have on an organisation, particularly in relation to people-management issues.

Experience:

• Experience of developing and implementing HR strategy.
• Experience of building strong, trust-based relationships with a range of diverse and demanding stakeholders (particularly in relation to people management issues and in an environment of organisational change).
• Acting as a coach and trusted confidante for senior leaders across the directorates you partner.

Technical:

• CIPD qualified at Chartered level, or equivalent qualifications and experience and actively demonstrating Continuous Professional Development.
• Identification & analysis of HR metrics for reporting and decision making.
• Strong understanding of the key drivers of employee engagement, clearly linking people activities and interventions to a business outcome.

Behaviours

We'll assess you against these behaviours during the selection process:

• Seeing the Big Picture
• Changing and Improving
• Leadership
• Communicating and Influencing