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Free Job Descriptions

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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 ..."


"Amusing and informative. A recommended read for anyone interested in a career in Human Resources. "


"Entertaining reading and one that anyone in the field of HR will be vale to instantly relate too! "


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.

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HRBP Learning and Development job description

HRBP Learning and Development job description

Human Resources Business Partner for L and D and talent, to define learning and development and talent policies and processes that support strategy and objectives

Main responsibilities-HRBP Learning and Development job description

Knowledge, Skills and Abilities-HRBP Learning and Development job description

•Advise Divisional HR on solutions to division specific talent challenges and how to adapt their talent management activities accordingly


•Work closely with other COE colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance


•Use data and analytics to measure the effectiveness of talent tools and policies


•Provide expert input across a range of talent and performance issues including leadership, management and high performing teams


•Participate in relevant projects, leading and championing as appropriate (divisional and/or pan )


•Undertake specific project work that builds reputation as a world class organisation and employer of choice


•Keep up to date with external trends and best practice in the areas of Leadership, Talent Management and Performance Management


•Continuously drive improvements in tools and policies through external market trends, insight and internal best practice


•Proactively share best practice, intelligence and potential pan  activities within the Talent Management/COE function.


•Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships


•Build partnerships with our external suppliers and enable them to gain in-depth knowledge of the ’s culture and operating environment


•Negotiate with suppliers to secure deals which represent value for money


•Represent the function internally and externally as appropriate


•Role model our values and behaviours, and ensure the HR Operating Model is embedded successfully


•Work with Academy Partners and Resourcing Managers to develop an approach to mobility, succession and career development that meet’s the Divisions needs



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


ECDL qualification


Advanced secretarial skills such as audio and voice recognition software


At least 2/3 years experience in a secretarial environment




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 Learning and Development


•Design and develop a suite of best practice tools that enable the business to manage talent effectively


•Effectively communicate/disseminate tools and policies within the wider HR function to enable their use in the business


•Drive consistency of approach across the  in managing and developing talent to support broader career mobility and future organisational needs


•Partner with Divisional HR to embed talent and performance management activity (including identification and assessment )


•Work closely with Academy Partners and other Academy teams to ensure development solutions are in line with People strategy

1] CIPD qualified, or equivalent experience


2.Knowledge of current thinking in relation to leadership, talent and performance management


3.Evidence of continuous professional development


4.Extensive experience of establishing and embedding talent processes that create positive business outcomes


5.BPS A and B qualified


6.Able to build strong, trusted relationships within HR and across the business


7.Responsive and delivers high impact solutions that meet the needs of the business


8.Communicates and influences a variety of stakeholders effectively