Job family HR & Internal Communications Grade 10

Transcription

1 Job title HR Business Partner Job family HR & Internal Communications Grade 10 Job purpose The HR Business Partner (HRBP) is an internal consultant providing an enabling business support role. The role may be Specialist or Generalist in nature. The HRBP is a trusted partner and has a seat at the leadership table working on medium to longer term objectives. Responsible for leading the professional area; bringing evidence-based practice into the organisation and addressing the people challenges for their area of expertise Support organisation effectiveness by developing and implementing solutions aligned to strategy Lead the HR vision, including role modelling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully Key responsibilities and accountabilities Contribute to, and where accountable define policies and processes that support the BBC and al /People strategy and objectives Use and understand tools and policies, engaging with al clients effectively to ensure their use across the organisation Drive consistency of approach across the BBC in attracting, managing and developing talent to support current and future organisational needs Work closely with all colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business Coach and build the capability of senior managers to anticipate and pre-empt organisational issues Participate in relevant projects, leading and championing as appropriate (divisional and/or pan- BBC) the BBC s reputation as a world class organisation and employer of choice Keep up to date with external trends and best practice in the areas of expertise and HR more broadly Continuously drive improvements in tools and policies through external market trends, insight and internal best practice Proactively share best practice, intelligence and potential pan-bbc activities within HR function Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate Be an ambassador for the function and represent the BBC HR internally and externally (as appropriate) Page 1 of 15 HR Business Partner Generic FINAL

2 Knowledge, skills, training and experience Essential Relevant HR experience (generalist or specialist) gained in large complex organisation(s) with multiple stakeholders (including matrix relationships) Knowledge of current thinking in Human Resources issues and trends and evidence of Continuing Professional Development Extensive experience of operating in a business partner model, working with local managers to create positive business outcomes Is ready and able to take the initiative, originate action and be responsible for the consequences of the decisions made Communicates challenges and influences a variety of stakeholders effectively. Ability to present sound and wellreasoned arguments to convince others. Can draw from a range of strategies to persuade people in a way that results in agreement or behaviour change Adapts and works effectively with a variety of situations, individuals or groups. Is able to understand and appreciate different and opposing perspectives on an issue, to adapt an approach as the requirements of a situation change, and to change or easily accept changes in one s own organisation or job requirements Can maintain personal effectiveness by managing own emotions in the face of pressure, set-backs or when dealing with provocative situations. Can demonstrate an approach to work that is characterised by commitment and motivation Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to identify causal relationships, and construct frameworks, for decision making and problemsolving. Transforms proposals/ideas into practical reality Understand the value drivers of the BBC and is commercially aware Role models BBC values and behaviours Desirable MCIPD, or equivalent educational achievement (Level 7) plus experience Page 2 of 15 HR Business Partner Generic FINAL

3 Job impact Decision making Generalist HRBPs are typically based in a providing generalist HR expertise to their client group and are at an approximate ratio of 1: employees. They own the client relationship and provide the voice of the customer back to the respective Specialist teams. Specialist HRBPs are based within the Birmingham Shared Service or Specialist Teams and are a central lead on an area of specialist expertise pan-bbc, as well as an interface to a designated divisional client group. International Generalist HRBPs are based in and have a requirement to travel internationally on a regular basis. They provide HR expertise and end to end advice across the full HR spectrum to their client group and are at an approximate ration of 1: employees. They own the client relationship and provide the voice of the customer back to the division and respective Specialist Teams as appropriate. Scope Budget accountability will be role specific Other information For Reward team use only Job Code Definition: Support This job description is a written statement of the essential characteristics of the job, with its principal accountabilities, incorporating a note of the skills, knowledge and experience required for a satisfactory level of performance. This is not intended to be a complete, detailed account of all aspects of the duties involved. FURTHER INFORMATION ABOUT THIS ROLE: BPs have oversight of People-related issues for their area, often working in collaboration with Specialist Teams. Specifically: 1) Reward. Retain oversight of all Reward issues for their area, input into divisional reward strategy and manage and deliver divisional reward plans 2) Employee Relations. Retain oversight of all ER matters for their area, managing any escalations and managing negotiations with local union representation 3) Information Consultation and Engagement. Lead and deliver employee engagement activity; cascading communications guided by IC strategy & materials 4) Recruitment. Own the divisional (or part) People plan; work with clients to understand strategic resource need, to define roles, recruitment needs and have oversight of senior/specialist hires 5) Talent. Lead and deliver divisional talent initiatives; retain oversight of and monitoring of performance management 6) Organisation Design and change. Retain oversight of all aspects of people and organisational change within (or part); deliver distinct pieces of OD / change Page 3 of 15 HR Business Partner Generic FINAL

4 Approval Manager Name and job title HR Business Partner Name Date Page 4 of 15 HR Business Partner Generic FINAL

5 APPENDIX 1: COMPLIANCE MI / Reporting Team Leader The HRBP Compliance role is based in the Service Centre and is part of the BBC team whom provide expert advice and analysis to divisional HR teams and managers across the BBC. The role is responsible for ensuring successful implementation of BBC reward and pension plans, appropriate governance of reward and pensions decisions and monitoring and measurement of reward and pensions services and objectives. Responsible for ensuring the HR aspects of the Annual Reporting and Accounts are submitted in line with requirements and timescales. Responsible for gathering submissions, data and narrative from colleagues in Reward and MI and pulling into single report Works with the Senior HRBP for Reward and Pensions to develop papers for Business Ops Board and Business Development Group papers relating to pay policy Handles the Annual reporting and Accounts Data management (including pay multiples) Manages reporting around the BBC s compliance commitments over reward Takes the lead on a specific reward area Central reward compliance management Page 5 of 15 HR Business Partner Generic FINAL

6 APPENDIX 2: DIVERSITY & INCLUSION SPECIALISM Head of Diversity & Inclusion Birmingham The BBC Diversity team provide expertise on all diversity & inclusion matters across the BBC using internal and external insight to develop a diversity strategy, policies and guidance. The team provides expert advice to divisional HR teams and managers across the BBC and is responsible for ensuring successful implementation of BBC diversity plans, appropriate compliance with the Equality Act and governance of diversity plans and decisions and monitoring and measurement against objectives. The HRBP Diversity will operate as a business partner to their respective division on all aspects of Diversity & Inclusion, whilst contributing to the overall specialist team. The role specifically will: Contribute to the setting, implementation and governing of BBC diversity & inclusion strategy & policy Ensure (for their accountable area) that diversity & inclusion compliance & reporting is in place and operating effectively Provide thought leadership, subject matter expertise (and be seen as the expert) on all aspects of diversity & inclusion On Screen and Off Screen Contribute to the design of diversity & inclusion programmes, BBC initiatives, internal and external events Coach and build capability (for their accountable area) on approach and response to diversity & inclusion strategy and plans. Page 6 of 15 HR Business Partner Generic FINAL

7 APPENDIX 3: INTERNATIONAL Senior HR Business Partner Reporting to the Senior HRBP for the BBC but part of a divisional HR Team in. Business Partners work within their s to translate business need into People requirements, ensuring People plans are set out and actions delivered. HRBPs will have a good client relationship with senior leadership and engagement with all people managers in their area. BPs have oversight of People-related issues for their area, often working in collaboration with Specialist Teams. Specifically: 1) Reward. Retain oversight of all Reward issues for their area, input into divisional reward strategy and manage and deliver divisional reward plans. 2) Employee Relations. Retain oversight of all ER matters for their area, managing any escalations and managing negotiations with local union representation. 3) Information Consultation and Engagement. Lead and deliver employee engagement activity; Cascading communications guided by IC strategy & materials. 4) Recruitment. Own the divisional (or part) People plan; Work with clients to understand strategic resource need, to define roles, recruitment needs and have oversight of senior/specialist hires. 5) Talent. Lead and deliver divisional talent initiatives; Retain oversight of and monitoring of performance management. 6) Organisation Design and change. Retain oversight of all aspects of people and organisational change within (or part); Deliver distinct pieces of OD / change 7) Drive compliance within our international locations ensuring local legislation is adhered to in each country. Page 7 of 15 HR Business Partner Generic FINAL

8 APPENDIX 4: MI / PROJECTS HR Director, Service Centre This role is both the line manager of the BBC HR Systems MI and Projects team, and also a project manager and demand manager. The role may manage significant business critical and/or complex systems projects, and also catalogue, regulate, and prioritise the HR systems related demand of HR, and manage its delivery through resources within HR, and also within Engineering and other key BBC functional areas. The role will need advanced technical knowledge of the systems that make up the BBC HR systems estate, and the wider BBC business systems landscape. The role will be an advocate of continuous improvement and will understand how to influence and manage process change throughout the BBC. To line manage the MI and Projects Systems team and the delivery of their collective accountability To catalogue, regulate, and prioritise the HR systems related demand of HR, and manage its delivery through resources within HR, and also within Engineering and other key BBC functional areas To have strong technical and functional knowledge of BBC HR Systems and how they operate and are integrated To be accountable for the delivery of allocated HR systems and data change projects (new projects and those already in progress) through all aspects of the project lifecycle To work collaboratively with HR leaders and other business leaders to ensure that relevant process changes are made within the business to ensure project success, and where required managing through relevant Change Boards Project budgetary control, scope control, benefits realisation, etc. Create and/or input into relevant parts of HR project business cases where required Page 8 of 15 HR Business Partner Generic FINAL

9 APPENDIX 5: PEOPLE DEVELOPMENT Senior HR Business Partner, People Development The HRBP People Development is a role within a Specialist Team that provides deep expertise and thought leadership, developing pan-bbc frameworks and policies that enable the achievement of our organisational strategy and objectives. The role will typically be aligned to a. This role will identify Pan-BBC and al capability requirements and align strategy, talent, and processes to optimise effectiveness and achieve organisation performance goals. The role will design interventions to drive the appropriate culture, behaviours, skills, and performance and drive the strategic ambitions now and in the future. To have a general understanding of the to which they are aligned and accountable for the divisional relationships with HRD, HRBP and al Boards for People Development As well as an alignment to a the role will be a pan-bbc specialist (subject matter expert) in at least one of the following topics: 1. Talent identification, mobility and development, 2. Leadership development 3. People management development 4. Performance and Career Pathway For these areas the HRBP owns the strategy; assesses pan-bbc requirements; aligns with wider HR strategy; creates the business case; pan-bbc engagement and change management for implementation; builds the intervention frameworks, tools, policy and measurements of success. To commission new Pan- Development requirements with the Academy (objectives, high level design, timeframes, measures of success) To identify people development needs within the division and coordinate delivery through Academy To support the to undertake regular OD health-checks (organisation diagnostics) and may facilitate al learning events as necessary To work with Academy Partners and Resourcing Managers to develop an approach to mobility, succession and career development that meets the s needs To contribute to the design and development a suite of best practice tools that enable the organisation to manage our people effectively Page 9 of 15 HR Business Partner Generic FINAL

10 APPENDIX 6: POLICY Senior HR Business Partner - ER, Policy and Process The HRBP Policy role is based in the Service Centre. The role is part of the BBC team that provides expertise on all employee relations and policy matters across the BBC using internal and external insight to develop an ER and Employment Policy strategy, policies and guidance. The team owns the central relationship with Unions, engaging them on partnership requirements and facilitating al change activity as appropriate. The team provides expert advice to divisional HR teams and managers across the BBC and is responsible for ensuring successful implementation of BBC policy and process changes, appropriate governance of policy and ER decisions and monitoring and measurement of ER and EP services and objectives. The role receives general line management and direction from the Senior HRBP - ER, Policy and Process. Specialist policy lead, providing expert advice and guidance on BBC contractual/terms of trade provisions and policies and processes, including complex queries require contractual/policy interpretation and/or reference to legislation/case law Project lead in the creation, development and maintenance of all contractual/terms of trade documentation (e.g. graded staff, senior managers, executive board, freelance PAYE and gross paid) and policies and associated HR guidance, in line with BBC People strategy, operational requirements and legislative changes Ensure union/staff consultation obligations arising from any changes to policy provisions are met Specify, maintain and monitor the effectiveness of HR administrative (transactional) processes which underpin Policies. Thinking creatively to find simple processes that are also legally compliant Engage with a broad spectrum of interested parties across the BBC, including divisional HR teams, to ensure effective consultation in assessment and development activities Create and maintain employment policy information held on BBC websites, ensuring clear and consistent content Ensure knowledge of upcoming changes to employment legislation/case law and tax rules and provide timely guidance on any necessary or recommended changes to contractual and policy/guidance documentation Page 10 of 15 HR Business Partner Generic FINAL

11 APPENDIX 7: PROJECTS Senior HR Business Partner, Projects The HRBP Projects is part of the Service Centre and is part of a small team that delivers multiskilled HR projects either through a project calendar, governed change programmes or through escalated issues. The role will be assigned projects and receive general line management and direction from the Senior HRBP Projects but will have day-to-day accountability for delivering the projects within their portfolio. To lead the completion and understanding of the as is situation within the organisation; Using external benchmark data to identify the way the organisation needs to operate To coordinate resources, where relevant, that are mobilised in order to deliver the change To lead the assessment of any impact of change of projects, on such factors as culture, process, systems and communication. To plan and deliver project implementation, ensuring projects are effectively tracked and reported. To ensure projects identify benefits realised, lessons learned and contribute to a culture of continuous improvement Page 11 of 15 HR Business Partner Generic FINAL

12 APPENDIX 8: RESOURCING Senior HR Business Partner, Resourcing The HRBP Resourcing is a role within a Specialist Team that provides deep expertise and thought leadership, developing pan-bbc frameworks and policies that enable the achievement of our organisational strategy and objectives. The role will typically be aligned to a. This role will develop the Pan-BBC workforce strategy and resourcing plan to optimise effectiveness and achieve organisation performance goals. The role will design interventions to drive the appropriate culture, behaviours, skills, and performance and drive the strategic ambitions now and in the future. Assisting the SHRBP for Resourcing to create the pan-bbc workforce strategy and manage pan- BBC recruitment projects Lead and input into al workforce strategy and resource plan, working with al HR to build recruitment plans that reflect the specific requirements of the Delivery of Senior Manager and Specialist recruitment assignments as appropriate for the Acting as the specialist point of contact for al Leadership and HR teams on recruitment offering guidance advice and support Managing delivery of the BBC Recruitment Process Outsourcing (RPO) into the assigned and the relationship with the RPO recruitment managers and delivery teams Deliver Resourcing MIS and Data, capture divisional requirements for enhancements to the MI and respond to particular data requests Capture and utilisation of market intelligence, benchmarking and insight to understand emerging themes and trends affecting resourcing and skills in the market Build line manager capability in relation to recruitment so they develop both confidence and competence in carrying out the process independently. Page 12 of 15 HR Business Partner Generic FINAL

13 APPENDIX 9: REWARD Senior HR Business Partner, Reward The HRBP Reward role is based in the Service Centre and is part of the BBC Reward team who provide expertise on all reward matters across the BBC using internal and external insight to develop a reward philosophy, reward strategy, policies and guidance. The team provides expert advice and analysis to divisional HR teams and managers across the BBC and are responsible for ensuring successful implementation of BBC reward plans, appropriate governance of reward decisions and monitoring and measurement of reward services and objectives. The role receives general line management and direction from the Senior HRBP - Reward. Contribute to the design and development of the reward strategy, ensuring that policy and practice is aligned to the business and people strategies Provide expert reward input as required by HR divisional colleagues to ensure that the businesses are supported in a proactive and effective manner Manage all annual remuneration review processes and policies including, but not limited to, annual and ad-hoc salary reviews, benefits, incentive schemes, salary survey benchmarking processes and recognition Manage and oversee the implementation and ongoing maintenance of the Career Path Framework encompassing job evaluation, grading structures, job families and benchmarking Monitor competitive reward trends, evaluate options and make recommendations as appropriate to help ensure that BBC policies reflect best practice Work closely with colleagues to ensure that reward tools, policies and processes are aligned, enhance employee engagement and ultimately improve performance. Manage reward suppliers to ensure that their service levels are appropriate to the needs of the organisation. Monitor performance, raise and deal with any issues as they arise. Partner with suppliers to review processes periodically and actively seek out areas for enhancement as and when potential improvements are identified Page 13 of 15 HR Business Partner Generic FINAL

14 APPENDIX 10: UNION / ER Senior HR Business Partner, Union/ER The HRBP Union / ER role is based in the Service Centre and is part of the BBC team whom provide expertise on all employee relations and policy matters across the BBC using internal and external insight to develop an ER and Employment Policy strategy, policies and guidance. The team own the central relationship with Unions, engaging them on partnership requirements and facilitating al change activity as appropriate. The team provides expert advice to divisional HR teams and managers across the BBC and is responsible for ensuring successful implementation of BBC policy and process changes, appropriate governance of policy and ER decisions and monitoring and measurement of ER and EP services and objectives. This role reports to the Senior HRBP - Union/ER. On a day to day basis, manage and run current employee relations (ER) machinery framework for the BBC in order to facilitate effective relationships and timely decision making to guarantee business delivery and a positive ER climate Lead negotiations and foster constructive working relationships with trade unions on a range of labour issues Provide expertise to al HR on industrial relations issues, as well as high profile or complex ER matters Coach and build capability across the HR function in responding to and resolving local industrial relations issues, balancing business need and risk to achieve positive outcomes Develop and evolve the ER machinery at the BBC to ensure it is fit for purpose and continues to meet the needs of the organisation Manage the corporate risk register to build a single picture of ER activity/risk across the BBC Undertake trend analysis on case management activity to identify hotspots and take proactive action in building a positive ER climate Page 14 of 15 HR Business Partner Generic FINAL

15 APPENDIX 11: SUPPORT AT WORK The BBC Employee Relations and Policy team provide expertise on all employee relations and policy matters, (including child protection) across the BBC using internal and external insight to develop an ER and Employment Policy strategy, policies and guidance. The HRBP Support at Work may act as either an HR Case Manager or an Investigation Lead on a number of B&H and/or complex cases at any one time. Advising and coaching managers on a range of people policies and complex formal cases, balancing the requirements of the individual, the business and employment legislation. To advise, coach and support on a range of employee relations cases with a particular focus on Bullying & Harassment; sensitive & complex cases; and be the escalation point for the Manager Advice & Guidance service To ensure effective case management (manage the case cycle) in accordance with BBC policy and process, including the identification, briefing and coordinating of Hearing Managers & External Experts To develop best practice and innovative approaches to conflict resolution - resolving matters of conflict at the earliest opportunity and engage an independent mediation role where appropriate To carry out investigations, to defined scope and in line with BBC policies, collecting and testing evidence where necessary and completing, reporting within agreed timescales To record and monitor cases & trends and ensure appropriate proactive action Additional Experience Significant senior experience of advising, supporting and resolving a range of challenging, complex and sensitive employee relations cases Experience of working with trade unions Page 15 of 15 HR Business Partner Generic FINAL