G6 HR Business Partner Scotlan job in Glasgow at Department For Work Pensions

G6 HR Business Partner Scotlan

Company: Department for Work & Pensions

Location: Glasgow UK

Date Posted:Mar 01, 2018

DWP – G6 HR Business Partner  Context  The Department for Work and Pensions is the UK’s biggest public service department, leading the development of policy and delivering essential services on welfare, pensions and child maintenance.  What we do matters: we change the futures of millions of people in the UK by getting people into sustainable work, by supporting people with disabilities and ill-health to live independently, by ensuring pensioners have a reasonable income in retirement and by encouraging separated parents to work together to make family-based financial arrangements for their children’s welfare and security.  We are now in a process of transforming the Department and introducing once-in-a-generation reforms to the welfare state. For example, through introducing out the new State Pension, embedding major reforms to the Child Maintenance system, and rolling out the flagship new service for working age customers – Universal Credit (UC).  Our HR team is one of the largest in the UK (over 500 people) and our strong focus on team working, strategic influencing and developing professional capability will ensure that you have plenty of opportunities to develop your own networks and career whilst making a real difference in delivering the business strategy.  Overview of role  Senior HRBPs operate at a strategic level as integral members of business leadership teams across the Department, providing an objective view and challenge and acting as an intelligent customer into the wider HR Function on behalf of the business.  Working in partnership with Director-level clients and their senior management teams, senior HRBPs are responsible for enabling the delivery of business objectives by translating them into prioritised people requirements and by commissioning across the HR function.  Specifically the SHRBP UC Scotland role has an opportunity to work with the Area Director and her senior team to design and develop how the business is organised to deliver effectively for its customers. The role is part of a team of HRBPs working closely together to support UC.  SHRBPs play a critical leadership role in HR through direct line management and making a significant corporate leadership contribution across the wider HR community in DWP and the Civil Service HR.  They focus on the future requirements of the business or profession, having significant change agent responsibilities to enable the transformation of the Department. In doing so, they provide HR insight and input into the development and delivery of business strategy whilst at the same time providing business insight into the development and delivery of our people strategy.  SHRBPs share accountability for leading continuous improvement in business outcomes by coaching and influencing leaders on:  • leadership and employee engagement;  • performance and talent management;  • capacity planning including succession;  • capability;  • organisation design and development; and  • end to end accountability for the five priority areas of employee deal, performance management, resourcing, people and locations and digital transformation.  HRBPs are expected to have a strong capacity for personal development and be committed to developing their HR career and professionalism by continuously improving delivery through a One HR mind-set.  SHRBPs are seen as leaders both within the business and HR, and will be expected to get involved in both cross Civil Service HR work, and corporate Departmental activities.  In return, we offer roles that are aligned to a Head of Profession with a key focus on continuous improvement of business partnering capability, ways of working and the impact of the profession within DWP and the wider Civil Service.  All of our HRBP roles will require some degree of travelling – typically to HR hub locations (London, Leeds, Sheffield, Newcastle, Manchester, Blackpool) and to relevant business sites. However, the amount of travel and precise locations will vary depending on the role.  Key responsibilities  • Act as coach and trusted advisor to Director level clients and their senior teams, supporting them to build organisational effectiveness and improved capability.  • Act as a full member of a business senior leadership team, providing input, support and challenge across the entire agenda and to ensure that the people considerations are adequately taken into account.  • Lead a small team of HR business partners and contribute to the leadership of the DWP HR function, supporting the development of a more capable and highly performing HR function.  • Lead the timely and efficient delivery of planned human resources programmes into the organisation by communicating the intent of the programme and coaching business leaders to assure delivery.  • Ensure that business leaders understand and are fully engaged with talent identification and succession activities including advocating CS/Departmental programmes and processes  • Work flexibly and collaboratively across the business and HR function to ensure effective planning and execution of structural changes as well as deployment of HR resource and expertise.  • Work with business leaders to assess the impact of design on factors such as behaviour, attitudes, culture, systems and communication, feeding insights to the wider HR function.  • Coach and influence HR colleagues to focus their contribution on high-priority and high-value delivery.  • Advocate and deploy organisational development interventions to deliver and embed change programmes and plans; seeking and identifying ways to overcome barriers to change.  • Use HR metrics, performance and informal feedback to identify and address continuous improvement opportunities; ensuring business leaders understand the drivers of employee engagement and the relationship between employee engagement and business performance.  • Fully engage with and utilise human resources processes for own development, career planning and performance management.  • Build relationships and form alliances with internal and external practitioners and networks to scan for emerging trends, innovations, current best practice and to understand the external HR sector.  Knowledge and skills  • Strong leadership, communication and interpersonal skills, including the ability to lead and forge strong and influential relationships with a broad range of diverse and demanding stakeholders.  • Able to demonstrate co-leadership where required to work collaboratively with other senior leaders to achieve success.  • Knows how to interrogate and analyse HR and business metrics.  • Understands and role models the digital world from both the perspective of HR and how it is transforming the Department’s business, the experience of our people and customers.  • Knows how to deliver successful change management and the importance of engaging leaders and employees in the change.  • Understands the key drivers of employee engagement, and how to coach leaders to understand and create value from them.  • Knows employee relations issues and risks and knows how to engage and coach leaders.  • Knows how to implement people initiatives and understand and develop metrics to measure impact.  • Understands or can access the broad legal context in which HR operates and can apply this this to mitigate organisational risk.  • Knows what external human resources 'thought' leaders and benchmark organisations are doing in a variety of areas and considers how lessons may apply to own organisation.  • Has, or can quickly build, a strong understanding of the Department’s strategy, performance goals and drivers, as well as the sector in which it operates.  • Understands and speaks the 'language of the business' and how to translate the organisation plan into a people plan by being curious, confident and solutions focused.  Essential person requirements  • Have a proven track record and experience in a relevant senior capacity of stakeholder engagement specifically relating to HR issues and solutions that have enabled organisational transformation at scale. Ideally your experience will be rooted in a large and complex organisation.  • Have demonstrated a capacity for strategic thinking, planning and contributing on a broad scale to the leadership and development of an HR Function.  • You will have experience of leading high performing HR teams to deliver a broad, joined up and effective service.  • Demonstrates an understanding of the client with the ability to communicate confidently about HR issues and solutions in the language of the business  • Understands the key drivers of employee engagement, clearly linking people activities and interventions to a business outcome.  The ability to converse at ease with customers and provide advice in accurate spoken English is essential for the post. QualificationsYou will already have a professional qualification in HR, a related field, or be willing to study to achieve one.   For further information and details of how to apply please visit the Civil Service Website  View full job description
JobCentre Plus 1 year ago
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G6 HR Business Partner Scotlan jobs in Glasgow

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