Oakleaf - Your Vision, Our Passion

Scope:

The key purpose of this role is to deliver credible, efficient and effective people and organisation solutions. The HR Business Partner will assume full operational HR responsibility for their designated business unit/s, and will lead and facilitate growth, change and integration programmes within it to support delivery of the business and HR strategies.

 Role Context:

This is an exceptional opportunity to join a successful and fast expanding organisation.  It would suit an individual who is ready to take on a challenge with a ‘can do and hands on' approach to develop and integrate the HR plan.  The role will also form a critical part of the overall HR team which consists of around 15 employees ranging from HR Business Partner colleagues to HR Advisors.  There is a real opportunity to work collectively with other HR colleagues to develop the HR framework across the business that is consistent and collectively used to drive real value and support future growth.

The Defendant business comprises of Plexus Law which is a specialist professional indemnity, personal injury and large loss legal practice.

Specialist areas include: -

Professional Indemnity, Clinical Negligence, Large Loss and Specialist Injury, Property & Technical Risks, Travel Litigation, Dispute Resolution, Occupational Disease, Health & safety Legal Services.  Clients include a range of major insurance companies, Lloyd's syndicates and other insured

Group function - Parabis Management

Provides professional services management via the HR Advisor, support covering HR, IT, Finance, Facilities Management, Marketing and Public Relations.  Parabis Management provide a fully comprehensive and coordinated approach to the provision of professional services management support.  The benefits of channelling business support requirements through Parabis include: consistency of approach, adherence to all established and emerging policies and procedures, cost savings through bulk purchasing arrangements and access to specialist knowledge.  Parabis Management are based in Croydon.  Headcount is approx 140

Responsibilities:

Support the Head of Human Resources to deliver the HR strategy and operating plan.

Assume full responsibility for delivery of that plan into a designated area of the business, via

Resourcing

Parabis have their own Recruitment Unit - and the role will assist and faciliatate job offers.

Induction

Leading your team to ensure all new staff are effectively introduced to the business unit and contribute to the ongoing development of a Group-wide and cross-team induction programme

Performance Management

Leading your own development and working alongside your Client group, ensure that performance reviews are fit for purpose, and that managers receive coaching and training in order to improve appraisal and feedback skills. Deal with any issues arising from reviews.

Employee Engagement

Contribute to the process of gathering data to inform Buisness Heads of any emerging trends on turnover, absence, diversity etc.  Drive initiatives which will improve retention, motivation and engagement

Employee Relations

Solid up to date experience in dealing  with ER issues promptly, fairly and competently, and with due regard to legislation and good practice, referring to employment law advice where necessary. 

Reporting

Provide detailed monthly report for Head of Human Resources encompassing key statistical measures and commentary

Internal Communications

Previous experience of preparing and delivering internal presentations to deliver business messages.

Coaching and Development

Pay particular attention to the coaching and development of line managers, and work with other HRBPs to create a first-line development programme.

Line Management

Coach, mentor and develop direct report/s assigned to the Business Unit, ensuring they are working effectively, efficiently, that they have set objectives and regular performance reviews.

Talent Management

Influence and work with the Business heads to identify those with talent that is transferable.

Create an overall succession plan for your area

Change Management

Partner with business unit heads to help reshape and refocus teams and departments in order to meet business requirements and to improve service delivery

Project Plan

Have input to the high level HR project work and help deliver results

 Equality and Diversity

Is able to help managers create opportunities which celebrate equality and diversity within the workplace

Corporate and Social Responsibility

Key Relationships:

Has an understanding of how a medium sized organisation can make an impact on the local community

• Head of Human Resources
• CEO

• Equity Partners
• Department Directors
• Business Heads
• HR Business Partners

 

Measures

 

• Is able to build key relationships

 

• Is able to focus on a number of projects and deliver on time

 

• Has a broad and deep understanding of their business unit, and as a result has a grasp of key commercial facts and figures (not exclusive to HR) eg revenues, profit margins, KPIs, customers, market, competitors, etc

• A sought-after and indispensable resource within their business area: someone to whom their business leaders and employees listen and from whom they seek regular input and advice on people matters.
• Demonstrates methods and contributes to improve levels of employee's satisfaction.
• Effective and supportive team worker and relationship-builder with HR colleagues, sharing best practice, continually improving processes and operations, and maintaining consistency of approach and delivery.
• Achieves results by reducing absence costs to the business, reducing staff turnover, recruiting within the agreed number of days, improving employee relations
• Is capable of offering solutions to front line management

Leadership

• Has experience of Project Management
• Ownership of tasks and problems, volunteering for ad hoc projects and tasks willingly and cooperatively
• Managing delivery of regular cyclical processes effectively and consistently meeting deadlines.

Educational/Vocational/Technical

  

• Chartered Member CIPD

 

• Academically, a good first degree (or HND) (ideally 2:1 or above) and evidence of further vocational study and personal development.

 

• Someone who shows curiosity and a commercial awareness of their business, an understanding of financial metrics,  business drivers and the operating model. 

 

• Minimum 5-7 years HR generalist experience, at least some of which will have been gained in a large scale professional organisation with a structured approach to HR in a legal or professional services environment

 

• Has line management experience of managing and building teams - (not only in HR)

 

• Experience of working in a legal or a profesional services environment would be a distinct advantage.  Or experience in a highly complex matrix based organisations.

  

• Structured, organised and results-driven approach to HR operations. Evidence of having planned and run projects within HR, eg restructuring, integration, roll-out of initiatives

 

• Demonstrable experience of integration, driving a shared culture, and creating "great

      place to work" environments.

  

Attitudinal

  

• High personal impact and influencing skills and demonstrably in touch with the commercial realities of the business in which they operate

 

• NOT an HR theorist. Someone who understands that business priorities and contstraints drive the HR agenda, not vice versa

• Genuine, unforced enthusiasms for helping people achieve their potential. Someone who aspires to make a tangible difference to the teams they work with.

• Non-political and loyal team contributor: someone who helps build a fun team dynamic rather than pushing a personal agenda

 

• A challenging "improver" not afraid to ask tough questions and remain open-minded in debate

Approachable / people oriented approach - creates positive and innovative atmosphere in team and business area

.