Human Resources Business Partner Jobs Vacancy at Claranet London
Claranet London urgently required following position for Human Resources Business Partner. Please read this job advertisement carefully before apply. There are some qualifications, experience and skills requirement that the employers require. Does your career history fit these requirements? Ensure you understand the role you are applying for and that it is suited to your skills and qualifications.
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Human Resources Business Partner Jobs Vacancy at Claranet London Jobs Details:
Founded in 1996, Claranet has evolved into a multi-disciplinary technology services provider with global reach. The company has annualised revenues of circa £350 million, over 6,500 customers, and more than 2,000 employees in nine countries. In the UK we have over 500 staff working in London, Gloucester, Warrington, Bristol, and Leeds, or as homeworkers.
Claranet consistently appears in The Sunday Times Top Track 250 as one of the fastest growing privately-owned businesses in the UK. Our international success is driven by local service, out of local offices, using a mixture of local and international infrastructure, including hyperscaler clouds.
HR at Claranet provide a first-class service to the business, ensuring timely resolution to issues raised and proactively look at ways to continuously improve the service offered. Working within the HR function is always challenging but also very rewarding as the function has the ability to support and drive performance (remotely and directly) across the business units and functions through exemplary organisational practices.
The HR function is a professional environment and a team of thirteen which consist of HR, Facilities and Reception staff, split across London and Gloucester and provides a full HR generalist, talent acquisition, facilities and specialist service to the Claranet UK Ltd for all its sites across the UK, including London, Gloucester, Warrington, Bristol, Leeds and Chelmsford.
We are passionate and driven team with a vision to provide a high-level of service to the organisation.
Essential duties & responsibilities
The purpose of the Human Resources Business Partner role is to partner with the Hosting Business Unit (HBU) Business Unit Director, Practice Leads and employees to ensure an efficient and supportive HR function is delivered. Offering expert advice and support, facilitating change and other HR disciplines.
To be responsible for the provision of training and development support to the Hosting Business Unit ensuring design and delivery of training solutions to meet the operational needs of the business unit.
To ensure that employee relations issues are dealt with in an appropriate manner, using relevant disciplinary and grievance procedures, mediation, performance and absence management.
Supporting hiring managers in attracting and recruiting the right calibre of staff into the Hosting Business Unit.
- Proactively consult with Managers in all generalist aspects of HR to ensure that consistency in approach, maximised skill levels, efficiency and required service levels are maintained
- Measure employee satisfaction levels within HBU through the analysis of key HR statistics including ENP, turnover, absence levels and exit data. Providing recommendations for improved retention, increased performance and maximised motivation of employees. Progressing action plans with managers and delivering metrics to the HBU
- Liaise with appropriate external suppliers and legal advisors to ensure the provision of accurate legal advice. Ensuring that self-development is maintained in employment law, providing training updates to the HR team and HBU managers as appropriate
- Ensure appropriate policies and procedures are reviewed, updated and implemented in consultation with the Human Resources Director on an ongoing basis.
- In conjunction with HR colleagues running Management Development programmes effectively for managers across the business
- Challenge and support managers across the HBU to align functions to desired behaviours and attitudes to current and new ways of working
- Support HBU managers in ensuring active management of poor performers in HBU
- Actively support all talent programmes
- Develop future capability, skills and career mapping
- Support managers in setting objectives, appraisals, personal development plans
- Build critical capabilities to enable the HBU to deliver its growth plan
- Coach and support managers with performance, competency, skill levels, capability and attitude and behavioural issues within their teams, including support with Performance Improvement Plan process to formal disciplinary process where appropriate
- Project manage relevant grievance and disciplinary issues, including (where applicable) tribunal proceedings and exiting of employees in conjunction with the Human Resources Director
- Work with line managers to resolve disputes that arise through appropriate mediation and dispute/conflict resolution methods
- Support managers and advise on appropriate strategies for managing employee issues in conjunction with organisational change, business growth and restructuring exercises
- Monitor absence in HBU, working in partnership with both line managers and employees supporting the management of both persistent and long-term absence
Training and Development:
- Ensure a clear understanding of the skills, knowledge and abilities required to support the HBU vision and long-term goals
- Identify training needs within the scope of people development and a plan to resolve any performance gaps
- In conjunction with the key information holders, source, design and deliver fit for purpose training programmes and customise course materials to meet current and future needs of the HBU
- Act as a training and development partner to the HBU to ensure the successful implementation of relevant training
- Promote a coaching and learning culture within the HBU to aid people development and to enhance self-learning
Acquisition and Integration management:
- Develop and execute detailed HR integration project plans to ensure successful completion of all HR milestones
- Manage all the acquired employee data through all phases of integration
- Expertly navigate and collaborate with the HR/benefits/payroll to ensure alignment with current HR policies
- Partner with other stakeholders such as legal, IT or finance to ensure a smooth transition
- Develop employee communications to seamlessly integrate new employee, both pre and post integration
- Maintain integration checklist and side-by-side comparisons to flag potential areas of concern
- Coach less experienced managers associated with M&A integration projects and processes
- Assist HBU with their recruitment process
- Conduct interviews
- Support job description preparation with line managers
- Input to best practice recruitment and selection methods
- Have a good understanding and view of the external recruitment market (competitors, market etc)
- Full CIPD qualified/equivalent HR degree qualified
- Minimum 5 years relevant operational HR experience
- Highly organised with excellent planning skills
- Must be comfortable working with a high degree of change and ambiguity
- Ability to manage a diverse workload in a fast-moving environment
- Well developed business skills and commercial awareness
- Experience working in a matrix/business unit structure
- Able to combine strategic thinking with HR operational knowledge
- Excellent interpersonal skills and ability to work as part of a team, but also to work independently
- Proactive and adaptable
- Excellent written and verbal skills
- A practical and common-sense approach to HR related matters
- Self-motivated and driven individual
- Must be able to travel on a regular basis, often on short notice or when critical situations arise
- Full driving licence and use of car when relevant
In addition, the following are highly desirable:
- Acquisition integration management experience
- Experience within and IT industry