HR Relationship Officer – BPC

Job Purpose

​​​To support provision of business-focused, strategic and operational HR advice and services for delivery on the HR and Business Strategy of the Corporation. The role will make a leading contribution towards effective front line service delivery by Human Relationship Function, working directly with HR Managers through interpretation of HR policies, practices and employment legislation as well as provision of advice across a range of operational HR activity including employee relations, workforce planning, health and wellbeing, performance management; and guide managers in handling people management, industrial relations and change processes in support of HR Strategies and delivery of the business plan.

Principal Accountabilities/Responsibilities
​Effective Service Delivery – Operational HR Support

  1. Provide timely, accurate and robust advice and guidance on the full range of routine and complex HR issues including, but not limited to, industrial and employment relations as well as pensions casework. This may include all aspects of job profiling and evaluation, rewards and performance management, disciplinary, capability, grievance, attendance management, whistleblowing, dignity at work and organizational change.
  2. Support key operational and strategic HR work by producing correspondence to the highest professional standards, including compilation of bundles of documents for HR complex issues P, as directed by a relevant member of the Senior HR Management Team.
  3. Expedite attendance management cases by directly supporting managers to ensure timely and effective completion of Occupational Health referrals, to conduct absence review and return to work meetings, produce notes, draft outcome letters and progress requisite follow up actions, e.g. implementation of reasonable adjustments.
  4. Have a  support role in management restructuring and change programmes including project planning, co-ordination of severance/voluntary separation processes, producing business cases and impact assessments, drafting correspondence, producing HR case plans and associated risk planning, at all times taking into account relevant legislation and statutory requirements.
  5. Contribute to Development and maintain service area Workforce Plans, Performance Matrices and Assessments Reports working in conjunction with assigned Line Management, routinely without requirement for input or guidance from HR Relationship Manager or HR Services Manager
  6. Perform analysis and evaluation of the full range of available HR Management Information System to correctly identify and diagnose emerging gaps or trends and development needs to support effective workforce planning, talent management and resource allocation.
  7. Support organization wide initiatives to improve the wellbeing and engagement of teams and individuals, as well as working with local management teams to identify local issues requiring bespoke support or intervention.
  8. Act as the local lead on HR aspects of internal employment checks (health/security), audits and external inspections as well as maintenance of related RACMs.

Service Effectiveness – HR Strategy and Development

  1. Support the HR Management Team to develop, progress and implement people management solutions in order to achieve the Corporate business objectives.
  2. Contribute to the updating and maintenance of HR strategies, and play a leading role within the team to provide support to the HR Managers in continuously improving the delivery of HR Services.
  3. Provide effective and proactive support for major HR projects.
  4. Lead and manage delegated projects commensurate with the role, as directed by a relevant member of the HR Management Team, to support the work of the HR team.
  5. Take a lead role in the innovation of HR practice, policies, procedures and management toolkits/guidance, carrying out effective horizon scanning to identify future developments.
  6. Provides support and focus on increasing the talent quotient and driving improvements as per the BPC Talent Management Model
  7. Supports leader-led ownership of performance and talent management, employee engagement and individual development.
  8. Initiates workforce analysis and organization design activities with business leadership to ensure structure and staffing levels are proactively managed to meet short and long term business goals and desired retention is achieved.
  9. Contributes to the development and implementation of key HR       activities/programmes to support the business/function, in attracting, motivating, retaining and developing the highest caliber​ of people
  10. Ensure that change management activities within the business that have employee impact are managed in a timely, professional, and lawful manner and that communications regarding change are clear, concise and consistent.
  11. Ensures core HR processes (e.g. performance, talent reviews, compensation, talent acquisition, etc.) are clearly communicated and understood by managers and supervisors within the business/function.
  12. Builds relationships with specialists and the BPC HR Community to create learning opportunities and share best practices.
  13. Demonstrates HR Leadership Expectations and lives BPC Values.  Inspires others to achieve excellence and deliver exceptional service to customers.
  14. Conducts timely induction of all new employees

Communication and Networking

  1. Build and maintain strong and effective working partnerships with   managers and colleagues across the Business and Service Area.
  2. Process appropriate paperwork including appointment letters, contracts of employment and termination letters.
  3. Respond to queries from staff and external parties.
  4. The role involves a significant amount of confidential, and occasionally, sensitive information; therefore the role holder must be discreet, tactful and resourceful at all times.
  5. Taking the lead, where necessary at committees and/or working parties, regarding staffing issues.
  6. Regular liaison with the Payroll (salaries office) in conjunction with new employees, exits, maternities, retirements and contractual changes affecting salary.
  7. External contact with members of the public, job applicants and external agencies for the purposes of gaining and sharing information
  8. Ensures that all safety and loss control standards (Safety Health and   Environmental) contained in the Corporation’s standards are adhered to.
  9. Undertakes any other related duties as directed by the supervisor for the advancement of the Corporations objectives

​Bachelor’s Degree in Social Sciences, Human Resources Management or related field. ​

  • Minimum four (4) years relevant post qualification experience
  • Of the above, at least three (2) years must be in HR Services position​ in a multi discipline environment
  • Experience and knowledge of Human Resources best practices​​
  • ​Planning and Organisation Skills
  • Communication, Influence and Impact
  • Relationship Management
  • Innovation and Analytical Thinking
  • Integrity
  • Attention to detail
  • Team orientation
  • Customer Service oriented
  • Performance Management
  • Recruitment and Selection
  • Business Acumen
  • Research Skills
  • Change Management
  • Computer literacy​
Job Challenges
  • Position HR as a Strategic Business Partner
  • Seamless provision of Quality HR Services
  • High Performance Culture
  • Ensures adherence to HR Policies, Practices  as well as Statutory requirements
  • Change and diversity management​