HR Business Partner

Job title: HR Business Partner
Grade: Grade G
Role code: SHR136
Status: Police Staff
Home Office code: Operational Support

Main purpose of the role:

Provide an expert, professional Human Resources (HR) advisory service to Kent & Essex Police Forces, providing advice and guidance to Chief Officers, managers, officers and staff on complex employee relations issues as well as proposing and or creating solutions to people related problems identified through case learnings and or identified trends from management reports or strategic business need; working in collaboration with other parts of the HR and Learning & Development Directorate ensuring a holistic people solution is offered meeting both the People & Learning Strategy and the Forces strategic goals.

Main responsibilities:

• Provide an expert, professional HR advisory service on a range of complex and sensitive issues that may arise during the employee life cycle by providing advice, guidance and interpretation of employment law and conditions of service to all managers and staff in order to provide a consistent, professional HR advisory service to the force.
• Managing complex case work including issues such as development, maternity, discipline, capability and grievance, promoting the application of approved and effective HR policies, practices and working procedures, in order to provide a consistent and equitable, professional HR advisory service to the force to support the forces to become an employer of choice.
• Partner with leaders, managers, and other key stakeholders at times of organisational change to pro-actively influence and assist with the effective and smooth transition of change across the two counties through the provision of a professional job analysis service, expert advice and guidance on legislation and force policy to support the successful delivery of the forces strategic objectives.
• Act as an advocate and influencer of change by developing and supporting communication methods with staff, participating in joint consultation and negotiation procedures with staff associations and trade unions, promoting effective communication and good working practices.
• Develop, analyse, and interpret workforce data, management information and employee feedback to identify trends and issues to shape people interventions across both forces ensuring strategic objectives are met.
• Provide professional support to centralised HR Directorate activities and force initiatives as required, including participation in recruitment initiatives that are operationally critical in senior recruitment interviewing and selection assessment centres, identifying opportunities to improve service delivery and enhance the professional reputation of the Directorate, such as developing new techniques, processes and working practices, presenting at master classes and other internal seminars, and building collaborative links with other forces and with specialist organisations in the private sector, in order to meet the People and Learning Strategy and continuously improve the quality and professional service delivery of HR across both forces.
• Manage and review corporate HR areas of responsibility, including the design, development and revision of employment policies, processes and conditions of service, implementation of police regulations, management of the force job evaluation process and competency framework, influencing associated policy, practices and procedures, including responsibility case management, to enable the development and promotion of effective HR policies, practices and procedures, including equality and diversity.
• Manage the work of a team of HR Advisors, allocating work and balancing work loads, managing performance and quality assuring service provision, to provide a high quality and effective centralised HR service to the force.

Created June 2023.

Vetting level:

Necessary experience:

The HR Partner will be a fully qualified Chartered Member of the Chartered Institute of Personnel and Development (Level 7) and will hold an equivalent level HR qualification. This will be backed with a proven track record of around 5 years in generalist human resources work experience, which includes advising middle/senior managers, policy interpretation and resolving complex people-related problems. The post holder will provide expert advisory support to senior managers, ensuring the provision of a professional, efficient, and cost-effective service. The post holder will own and deliver an HR caseload and ensure that a business focused and fit for purpose approach is always delivered. The post holder will advise and impact over a broad range of HR activities, particularly employee relations, reward, recruitment, selection, talent management and policy and procedure. It is essential that the post holder has a good working knowledge of current employment legislation, Police HR policies, processes,
police regulations, staff terms and conditions of service and practical experience of advising on HR issues. The post holder will also need a sound understanding of Police Regulations, the policing environment and hold the credibility and confidence of senior police management.

The post holder must be innovative, flexible, self-motivated, organised, have the capacity to manage a substantial and varied workload, be able to meet challenging business targets including all change management requirements, able to work under minimal supervision, use their own initiative and possess the ability to manage multiple customer requirements and cases simultaneously. Good organisational skills are essential for the effective performance of this role.

Excellent interpersonal skills are essential, both verbal and written, these will need to be applied both robustly and sympathetically whilst handling a variety of situations involving sensitive personal issues as well as providing advice and guidance to staff and managers. They must be able to build effective working relationships with trade union and staff association representatives.

The post holder must possess good general project management skills and the ability to undertake basic research and analysis work to undertake comparison work within our group of most similar forces and against best practice guidelines.

The post holder must be fully conversant with a range of Microsoft Office products, including Word, Excel, e-mail, and the intranet, and have previous experience of a computerised management information system. The post holder will be required to travel to locations within both Essex and Kent. This post is deemed to be a designated post. Vetting clearance is a pre-requisite of employment in designated posts and the post holder will be subject to management vetting assessment every 7 years. National security vetting clearances are reviewed every 10 years.

Behaviours:

Analyse Critically (Level 2)

I ensure that the best available evidence from a wide range of sources is taken into account when making decisions. I think about different perspectives and motivations when reviewing information and how this may influence key points. I ask incisive questions to test out facts and assumptions, questioning and challenging the information provided when necessary. I understand when to balance decisive action with due consideration. I recognise patterns, themes and connections between several and diverse sources of information and the best available evidence. I identify when I need to take action on the basis of limited information and think about how to mitigate the risks in doing so. I challenge others to ensure that decisions are made in alignment with our mission, values and the Code of Ethics.

Collaborative (Level 2)

I manage relationships and partnerships for the long term, sharing information and building trust to find the best solutions. I help create joined-up solutions across organisational and geographical boundaries, partner organisations and those the police serve. I understand the local partnership context, helping me to use a range of tailored steps to build support. I work with our partners to decide who is best placed to take the lead on initiatives. I try to anticipate our partners' needs and take action to address these. I do not make assumptions. I check that our partners are getting what they need from the police service. I build commitment from others (including the public) to work together to deliver agreed outcomes.

Deliver, Support and Inspire (Level 2)

I give clear direction and expectations, helping others to understand how their work operates in the wider context. I identify barriers that inhibit performance in my teams and take steps to resolve these, enabling others to perform. I lead the public and / or colleagues, where appropriate, during incidents or through the provision of advice and support. I ensure the efficient use of resources to create the most value and the right impact within my areas. I keep track of changes in the external environment, anticipating both the short and long term potential implications for the Police Service. I motivate and inspire others to achieve their best.

Emotionally Aware (Level 2)

I consider the perspectives of people from a wide range of backgrounds before taking action. I adapt my style and approach according to the needs of the people I am working with, using my own behaviour to achieve the best outcome. I promote a culture that values diversity and encourages challenge. I encourage reflective practice among others and take the time to support others to understand reactions and behaviours. I take responsibility for helping to ensuring the emotional well being of those in my teams. I take the responsibility to deal with any inappropriate behaviours.

Innovative and Open-minded (Level 2)

I explore a number of different sources of information and use a variety of tools when faced with a problem and look for good practice that is not always from policing. I am able to spot opportunities or threats which may influence how I go about my job in the future by using knowledge of trends, new thinking about policing and changing demographics in the population. I am flexible in my approach, changing my plans to make sure that I have the best impact. I encourage others to be creative and take appropriate risks. I share my explorations and understanding of the wider internal and external environment.

Take Ownership (Level 2)

I proactively create a culture of ownership within my areas of work and support others to display personal responsibility. I take responsibility for making improvements to policies, processes and procedures, actively encouraging others to contribute their ideas. I am accountable for the decisions my team make and the activities within our teams. I take personal responsibility for seeing events through to a satisfactory conclusion and for correcting any problems both promptly and openly. I actively encourage and support learning within my teams and colleagues.

Values:

Impartiality (Accredited)

I take into account individual needs and requirements in all of my actions. I understand that treating everyone fairly does not mean everyone is treated the same. I always give people an equal opportunity to express their views. I communicate with everyone, making sure the most relevant message is provided to all. I value everyone's views and opinions by actively listening to understand their perspective. I make fair and objective decisions using the best available evidence. I enable everyone to have equal access to services and information, where appropriate.

Integrity (Accredited)

I always act in line with the values of the police service and the Code of Ethics for the benefit of the public. I demonstrate courage in doing the right thing, even in challenging situations. I enhance the reputation of my organisation and the wider police service through my actions and behaviours. I challenge colleagues whose behaviour, attitude and language falls below the public's and the service's expectations. I am open and responsive to challenge about my actions and words. I declare any conflicts of interest at the earliest opportunity. I am respectful of the authority and influence my position gives me. I use resources effectively and efficiently and not for personal benefit.

Public Service (Accredited)

I act in the interest of the public, first and foremost. I am motivated by serving the public, ensuring that I provide the best service possible at all times. I seek to understand the needs of others to act in their best interests. I adapt to address the needs and concerns of different communities. I tailor my communication to be appropriate and respectful to my audience. I take into consideration how others want to be treated when interacting with them. I treat people respectfully regardless of the circumstances. I share credit with everyone involved in delivering services.

Transparency (Accredited)

I ensure that my decision-making rationale is clear and considered so that it is easily understood by others. I am clear and comprehensive when communicating with others. I am open and honest about my areas for development and I strive to improve. I give an accurate representation of my actions and records. I recognise the value of feedback and act on it. I give constructive and accurate feedback. I represent the opinions of others accurately and consistently. I am consistent and truthful in my communications. I maintain confidentiality appropriately.

Technical skills:

Business Planning (Level 3)

Able to effectively contribute to the business planning process within a Division / Department. Demonstrates a broad understanding of the requirements of Force business planning and value for money. Identifies and recommends local objectives and targets for inclusion in the Division / Department plan. Takes responsibility for monitoring these and ensuring they are achieved.

HR - Employee Relations (Level 5)

Regularly demonstrates a specialist and detailed knowledge over the full range of police and police staff conditions of service. Interprets and advises on employment law issues in respect of more complex case work and also in response to emerging case law and legislation. Able to meet and negotiate with trade union and staff association representatives to resolve local issues and cases. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development.

HR - Org Development (Level 5)

Possesses a detailed knowledge of the Force's organisational structure and an appreciation of the implications and effects of changing structures/roles. Provides advice and guidance in respect of job evaluation and competency framework procedures and policies. Accredited in job analysis and able to produce timely, accurate and high quality role requirements and job description questionnaires in respect of the evaluation of staff roles. Able to identify and assist with the creation and revision of competency framework technical skills. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development.

HR - Reward Management (Level 4)

Possesses a detailed knowledge of all aspects of force pay, benefits and allowances for police officers and staff within their Directorate/Area. Provides advice and guidance to managers and staff on a regular basis on matters within established policies and how they are locally applied. Sound knowledge of financial and non-financial reward management issues, providing advice and guidance to managers to assist with any relevant application processes. Working knowledge of legislative constraints and financial implications of actions. Possession of Certificate in Personnel Practice is desirable.

HR - Staff Development (Level 4)

Provides advice to managers on PDR, career development programmes and training courses currently available to members of the force.Dependent upon role, able to provide more specific career development feedback and guidance to individuals. Able to produce skills audits to assist with career pathways, succession planning and selection options to enable informed decision making by managers/local management teams. This may involve utilisation of the computerised HR database. Possession of Certificate in Personnel Practice is desirable.

Health & Safety (Level 4)

Has received Supervisor training and takes responsibility for the safety of directly subordinate staff and visitors. Understands the procedures in place for the safe storage of hazardous substances, fire precautions and evacuation. Resolves hazards or problems identified within roles or work environments. Undertakes skills passport assessments for new and existing staff. Re-assesses passport as and when new equipment /technology is introduced.Completes annual reviews of skills passports, training needs analysis.

Interviewing - General (Level 5)

Is a highly experienced interviewer (having accredited skills in recruitment, selection, appraisal, return to work, exit, and / or other managerial type interviews). Has an awareness of non-verbal communication. Provides feedback to colleagues to assist them with the development of their interview techniques. Identifies key issues for examination and maintains effective interview skills even in difficult circumstances and / or complex cases. Has a thorough knowledge of available interview techniques and their applications. Trains and develops others in these techniques.

Knowledge of Police Environment & Policy (Level 5)

Has a thorough understanding of the police service, nationally and locally, and is proactive in developing proposals which affect the way Kent Police and/or Essex Police operates. Possesses a detailed understanding of the inter-relationships between activities, roles, functions, and how organisation structures and police systems work. Understands and impacts on working procedures, practices and policies within areas of responsibility and ensures that these are followed at all times. Contributes to Force goals and is accountable for delivering local business plan objectives.

Management of Police Information (MOPI) (Level 4)

Full compliance with Level 3. Has successfully completed all standard relevant Information Management and Security training package(s). Accurate use of Government Security Classification (GSC). Ensures physical and digital records are stored with appropriate security relevant to the sensitivity of the documents and has working understanding of appropriate National Retention Schedules. Is able to quality assure own records management processes as well as those of any staff for whom they have supervisory responsibility. Is aware of where to seek further support in relation to Records management within force when necessary. If nominated as an Information Asset Assistant is familiar with the NPCC Information Asset Owners Handbook.

Office Technology (Level 4)

Demonstrates advanced skills in the use of one or more office software products Able to use these packages to enhance the quality or presentation of work required within the role. Manages data files and file structures. Provides on the job training and guidance to other staff in the use of specific or specialist software, if required. Familiar with established IT rules and protocols and shows a good understanding of data protection requirements.

Risk Management (Level 5)

Able to anticipate, accurately define and establish the relative level of risk likely to affect their specialist function, in terms of likelihood and impact, together with how the challenges facing the wider organisation might affect their role within the force. Assesses the risks of national initiatives providing feedback at the relevant level. Has an understanding of pathways to alert all appropriate senior managers to flawed or ineffective control strategies and provide continuity/recovery options. Has an appreciation that seizing opportunities also generates risks.

Statistical Analysis (Level 4)

Fully conversant with the mathematical bases for many types of statistical calculation and analysis. Able to identify trends from available data and the requirements for further data gathering to improve the evidence base. Likely to possess abilities in mathematics and statistics equivalent to A-Level standard and/ or have equivalent experience. Familiar with common use of complex spreadsheets and analysis tools.

National Occupational Standards:

AA1 (Level Accredited)

Promote equality and value diversity.