Interim HR Business Partner - Reed : Job Details

Reed HR are working alongside a Not for Profit Organisation based in North London who are recruiting for a HR Business Partner on an interim basis for 3-6 months. 

This role is hybrid so travel into the office is required. 

Job Summary

Reporting to the Director of Business Operations, the HR Business Partner has responsibility for providing a full HR service for the organisation including all areas of recruitment, employee relations, performance management, pay and benefits, training & development and providing advice on employment law.

The HR Business Partner will ensure full compliance with employment legislation and best practice, updating policies and practices where necessary to ensure that they are compliant and reflect best practice.

The HR Business Partner will be the HR expert for the business and will be required to advise the Executive Team, managers and colleagues on a wide range of issues and areas.

Duties & Responsibilities 

• Develop, implement and embed HR initiatives aligned with the overall strategy of the organisation, ensuring that the HR function is operating efficiently in supporting the wider organisation.

• Coordinate and manage the recruitment, selection and onboarding process for the organisation, attracting diverse talent to the business.

• Maintain comprehensive employee records in line with GDPR requirements and the needs of the organisation.

• Ensure all employees are paid fairly, promptly and in line with market trends, through management of the payroll process in collaboration with our outsourced provider.

• Manage the organisational pension process, ensuring that statutory declarations and auto enrolment occurs, and that submissions are made in a timely manner each month.

• Support the Executive team to lead a high performance culture through objectives, appraisals and continuous professional development.

• Assess training needs to apply and monitor learning and development programmes.

• Support current and future business needs through the development, engagement and motivation of all colleagues.

• Support the Executive team to nurture a positive working environment for all employees.

• Ensure line managers are trained and supported to deliver an excellent support network to their teams.

• Deliver effective internal communications on people matters for all employees.

• Report to management and provide decision-making support through HR metrics.

• Administer, manage and ensure the effective use of our HR systems, including identification and implementation of potential improvements to current HR systems to increase efficiencies.

• Enhance job satisfaction by resolving issues promptly, reviewing benefits and giving employees a great experience within the Organisation.

• Lead on all employee relations matters including, but not limited to, sickness, disciplinary or grievance issues.

• Ensure legal compliance across all areas of HR.

• Implement and manage the relationship with external HR advisors.

• Continue to progress and implement the equality, diversity and inclusion action plan alongside the Strategic Lead – Equality, Diversity and Inclusion.