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"I couldn`t put it down from start to finish...Some of these stories are fascinating, some sad and some just downright funny. I thoroughly recommended it anyone whether interested in Human Resources or not!"
"A really funny and interesting read .... great insight into the wierd and wonderful world of HR ..."
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If you want an HR text book this book is probably not for you. If you want a unique insight into some of the weird and wonderful true stories that happened during a twenty year career in Human Resources it is.
"I couldn`t put it down from start to finish...these stories are fascinating, some sad and some just downright funny. I thoroughly recommended it whether interested in HR or not!"
To manage and run current employee relations (ER) machinery framework in order to facilitate effective relationships and timely decision making to guarantee business delivery and a positive ER climate
•Manage the corporate risk register to build a single picture of ER activity/risk
•Undertake trend analysis on case management activity to identify hotspots and take proactive action in building a positive ER climate
•Build relationships and create alliances with external counterparts, communities of practice and formal bodies to understand emerging employee relations issues locally and internationally. Use this information to advise on changes to the ER plan
•Develop internal employee relations related communication in collaboration with leaders
•Work closely with the ’s Employment Law team to understand the nature of cases brought against the organisation and to recommend changes to policy, practice or training to try and reduce similar issues in future
•Work across the Centres of Expertise (COE) function to ensure that tools, policies and procedures are integrated and consistently enhance employee engagement and ultimately performance
•Work closely across the COE function to support modernisation of the way we work including consultation of policy changes, etc
•Undertake specific project work that enables us to become a world class organisation and employer of choice
•Be a role model for our values and behaviours, and ensure the HR Operating Model is embedded successfully
KNOWLEDGE, TRAINING AND EXPERIENCE
Advanced IT skills
RSA III/NVQ 3 or equivalent.
Trained and experienced at intermediate level in a range of software packages
Good standard of English & Numerate
Advanced secretarial skills such as audio and voice recognition software
At least 2/3 years experience in a secretarial environment
AREAS OF EXPERIENCE AND KNOWLEDGE:
The ability to organise and prioritise own workload within any specified guidelines where guidance
is not readily available, but at set intervals
Proficient in diary management co-ordinating appointments to ensure best use of Managers’ time
Experience of transcribing formal minutes of meetings.
Independent/lone working and team working skills
Experience of adapting to change and managing work in a changing environment
Evidence of ability to be flexible and show initiative, sensitivity and enthusiasm to work
Free job description HRBP Employee Relations
•Lead negotiations and foster constructive working relationships with trade unions on a range of labour issues
•Provide expertise to Divisional HR on industrial relations issues, as well as high profile or complex ER matters
•Coach and build capability across the HR function in responding to and resolving local industrial relations issues, balancing business need and risk to achieve positive outcomes
•Develop and evolve the ER machinery to ensure it is fit for purpose and continues to meet the needs of the organisation
•Act as first point of contact for escalated ER issues on during industrial disputes
•Contribute to business continuity plans in the event of industrial disputes
1.CIPD qualified or equivalent experience
2.Current knowledge of employment law, trade union practices and ER activity including trends, insights and themes from the external market
3.Evidence of continued professional development
4.Experience of working in a large, complex and unionised environment
5.Experience of working with formal consultation/machinery arrangements with trade unions and/or staff representative forums
6.Experience of developing policy and process in an HR function
7.Ability to build strong, ed relationships across the HR function and business
8.Ability to communicate and influence a wide variety of stakeholders in an effective manner
9.Analytical ability to understand complex situations/problems and work through to pragmatic solutions that balance business need, employee engagement and risk