Free Job Descriptions

Browse by first letter of the job description

twitter facebook

Please help us to keep this site free by liking us on Facebook.  Click on the Facebook logo and click `like`-thanks

Free Job Descriptions

"The database of free job descriptions"



























HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web Ain`t Enough Cooking Shows On TV-Charlesy-web Guitars-Together We Feel Good-man-tattoos Guitars-Together We Feel Good-man-tattoos

HRBP People Development job description

HRBP People Development job description

Responsible for leading the professional area; bringing evidence-based practice into the

organisation and addressing the people challenges for their area of expertise;


Support organisation effectiveness by developing and implementing solutions aligned to strategy;

Main responsibilities-HRBP People Development job description

Knowledge, Skills and Abilities-HRBP People Development job description

4) Work closely with all  People colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance.


5) Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.


6) Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.


7) Coach and build the capability of senior managers to anticipate and pre-empt organisational issues.


8) Participate in relevant projects, leading and championing as appropriate the reputation as a world class organisation and employer of choice.


9) Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.


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


11) Proactively share best practice, intelligence and potential pan-company activities within HR function.


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


13) Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.


14) Be an ambassador for the function and represent the HR internally and externally (as appropriate).


Key Relationships



Best practice organisations

Professional networks




HR Specialist Teams

HR Service Centre

Divisional HR

Business Leaders /Managers




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 People Development


1) Contribute to, and where accountable define policies and processes that support the company and Divisional

/People strategy and objectives


2) Use and understand People tools and policies, engaging with Divisional clients effectively to ensure their use across the organisation.


3) Drive consistency of approach in attracting, managing and developing talent to support current and future organisational needs


Lead the HR vision, including role modelling great personal and team leadership and taking an active

role in ensuring the HR Operating Model is embedded successfully



Desirable - MCIPD, or equivalent educational achievement (Level 7) plus experience.




Relevant HR experience (generalist or specialist) gained in large complex organisation(s) with multiple stakeholders (including matrix relationships)’;


Knowledge of current thinking in Human Resources issues and trends and evidence of Continuing

Professional Development;


Extensive experience of operating in a business partner model, working with local managers to create

positive business outcomes.


Skills and Competencies:


Is ready and able to take the initiative, originate action and be responsible for the consequences of the

decisions made;


Communicates challenges and influences a variety of stakeholders effectively. Ability to present sound

and well-reasoned arguments to convince others. Can draw from a range of strategies to persuade

people in a way that results in agreement or behaviour change;


Adapts and works effectively with a variety of situations, individuals or groups. Is able to understand and

appreciate different and opposing perspectives on an issue, to adapt an approach as the requirements

of a situation change, and to change or easily accept changes in one’s own organisation or job





Can maintain personal effectiveness by managing own emotions in the face of pressure, set-backs or

when dealing with provocative situations. Can demonstrate an approach to work that is characterised by

commitment and motivation;


Able to simplify complex problems processes or projects into component parts, explore and evaluate

them systematically. Able to identify causal relationships, and construct frameworks, for decision making

and problem-solving. Transforms proposals/ideas into practical reality;


The HRBP (People Development) is a role within a Specialist Team that provides deep expertise and thought

leadership, developing frameworks and policies that enable the achievement of organisational

strategy and objectives. The role will typically be aligned to a Division.


This role will identify with Divisional capability requirements and align strategy, talent, and processes

to optimise effectiveness and achieve organisation performance goals. The role will design interventions to

drive the appropriate culture, behaviours, skills, and performance and drive the strategic ambitions now and in

the future.


Job specific accountabilities:

1. To have a general understanding of the Division to which they are aligned and accountable for the

divisional relationships with HRD, HRBP and Divisional Boards for People Development.

2. As well as an alignment to a Division the role will be a pan-company specialist (subject matter expert) in at

least one of the following topics:

a. Talent identification, mobility and development,

b. Leadership development

c. People management development

d. Performance and Career Pathway,

e. Organisational development,

f. Organisational design and change.


For these areas the HRBP owns the strategy; assesses requirements; aligns with wider

HR strategy; creates the business case;  engagement and change management for

implementation; builds the intervention frameworks, tools, policy and measurements of success.


3. To commission new People Development requirements with the Academy (objectives, high

level design, timeframes, measures of success).


4. To identify people development needs within the division and coordinate delivery through Academy


5. To support the Division to undertake regular OD health-checks (organisation diagnostics) and may

facilitate Divisional learning events as necessary.


6. To work with Academy Partners and Resourcing Managers to develop an approach to mobility,

succession and career development that meets the Division’s needs.









7. To contribute to the design and development a suite of best practice tools that enable the organisation

to manage our people effectively.


Job specific experience:

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


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