HR Business Partner

Bristol, Darlington, Leeds, Liverpool, London, Manchester, Wolverhampton

Job Summary

MHCLG is at the heart of the government's agenda for change, aimed at growing the economy and improving people's lives right across the United Kingdom. We do this by empowering local communities, rebuilding local government, delivering the homes people need, ensuring building safety, enabling social cohesion and supporting local growth. People are at the heart of everything we do in MHCLG, and naturally we take pride in our own open and collaborative culture.

Our People, Capability & Change (PC&C) directorate plays a critical role in developing our inclusive and high-performing workforce. We are an exciting, fast-paced place to work, and we operate as a single team, working flexibly across themes as required, to use our combined knowledge and expertise in the most effective and efficient way. We expect our people to be curious and engage positively with other Government departments and external stakeholders across the public and private sectors to understand the wider context of our work and to identify current and emergent best practice. We promote closer working across Government to meet the challenges of the future and we invest in our continued professional development.

We are looking for a HR Business Partner to join the HRBP team in MHCLG’s People, Capability and Change Directorate (PC&C). The HRBP team is a supportive and high-performing team with a variety of experiences where diversity of thought is welcome and encouraged.

HR Business Partners Are Trusted Advisers For Senior Leaders At Director Level To Enable The Delivery Of Their Objectives Through Their People Priorities, Which Can Include

• Organisational change.
• Planning the current and future size and shape of the workforce against workplans.
• Building capability and supporting employees to perform at their best.
• Advising on creating a diverse and inclusive organisation.
• Promoting staff wellbeing and supporting initiatives to promote wellbeing in the organisation.
• Providing strategic HR advice to business strategy and plans, diagnosing and advising on people implications and risks.
  
  

HR Business Partners also work with colleagues across PC&C to support the delivery of people priorities by providing business insight into people strategy and initiatives, and also helping to adapt the work programme for the HR function as the Department’s context, needs and priorities shift. HR Business Partners also work closely with other corporate teams, especially Finance.

Job Description

Responsibilities will include but are not limited to:

• Building and managing relationships and partnerships - influencing, consulting, negotiating, and securing the confidence of senior stakeholders.
• Providing challenge and influence at senior management team level to deliver objectives.
• Using data and evidence to make decisions and influence - interpreting complex data at an operational and strategic level to create and present evidence based insight. Using data to highlight risks to customers and to drive excellence in HR systems and practice.
• Capability building - effectively coaching and mentoring, both on an individual and team level, to drive high performance. Enhancing the capability of others, taking into consideration the needs of different groups, to raise standards and drive delivery.
• Leading transformation and change - leading delivery of people focused transformational change management programmes and managing cultural change.
• Applying employment law or employee relations principles.
  
  

Responsibilities Will Include But Are Not Limited To

• Building and managing relationships and partnerships - influencing, consulting, negotiating, and securing the confidence of senior stakeholders.
• Providing challenge and influence at senior management team level to deliver objectives.
• Using data and evidence to make decisions and influence - interpreting complex data at an operational and strategic level to create and present evidence based insight. Using data to highlight risks to customers and to drive excellence in HR systems and practice.
• Capability building - effectively coaching and mentoring, both on an individual and team level, to drive high performance. Enhancing the capability of others, taking into consideration the needs of different groups, to raise standards and drive delivery.
• Leading transformation and change - leading delivery of people focused transformational change management programmes and managing cultural change.
• Applying employment law or employee relations principles.
  
  

Person specification

• Essential: CIPD Level 5 with previous HRBP