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Join to apply for the HR Business Partner role at Bohemian Rhapsody Silver

Title: HR Business Partner

Department: Human Resources

Location: Sheffield

Working Pattern: Hybrid, includes 3 days each week in the office

Contact Type: Full time, permanent

Salary: Up to £55,000 per annum

Tes is an international provider of software-enabled services passionate about using technology to make life easier for schools and teachers. All products and services are built with teachers and schools needs at the core, ensuring they are innovative, trusted education solutions.

Role Overview

We're looking for a talented and experienced HRBP to join our expanding HR team. You will be responsible for supporting key stakeholders in a high performing Tech/Digital designated client group to deliver HR solutions across the full employee lifecycle that meets the needs of the business with a specific focus on performance, engagement, wellbeing and diversity.

Coaching and supporting managers to effectively manage and develop their people in line with their business plans, by increasing capability and attracting, retaining and developing the best industry talent will also be key parts of your day-to-day role.

This is a HR generalist role; delivering services across the full employee lifecycle to ensure that the HR proposition enables us to reach our goal of being an employer of choice.

As a HRBP you will contribute to the delivery of the People strategy, HR calendar and team objectives to support the business in delivering the Company strategy and business objectives.

Key Responsibilities

• Be a trusted HRBP to a designated client group with a specific focus on supporting Senior Managers and Managers,
• Understand the strategic and operational priorities of the business and have an active role in transformation discussions; to include providing lead support and advice in the implementation of organisational change projects ensuring that a consistent approach is maintained in areas such as workforce planning, roles changes, redundancies, TUPE transfers and office relocations
• Create and implement effective wellbeing, diversity and inclusion solutions
• Work in partnership with the designated leaders to continuously improve employee engagement through effective use of available tools, constructive and regular feedback and pragmatic action planning
• Support leaders within the designated group with key talent management initiatives to include undertaking regular talent reviews, succession planning, creating career pathways and formulating development plans and strategies to address skills gaps
• Manage and resolve (with the appropriate manager) all ER issues that may arise offering advice and guidance as appropriate, ensuring that all advice and guidance is accurate, balanced, and takes account of current employment legislation, the commercial requirements of the business, and best practice HR
• Take responsibility for identifying and implementing operational efficiencies and HR improvements
• Ensure that there is a consistent employee experience across different client groups, companies and countries
• Provide colleagues in recruitment with annual recruitment and promotion plans for designated client group
• Working in partnership with the designated leadership team embed a high-performance culture, ensuring consistent approach to performance management and taking action to manage any underperformance at manager and employee level.
• Support reward activities by benchmarking all roles, supporting pay review, undertaking calibration and reviewing all pay review and bonus recommendations
• Provide monthly MI and updates for the CPO on key people metrics, understand specific trends and issues, e.g. attrition, absence, demographic trends etc. and provide accurate MI, insight and recommendations to key stakeholders to enable fact-based decision making and action
• Support the CPO with any projects and initiatives as required including but not limited to any business change and transformation projects
• Keep up to date with developments in employment legislation and human resources best practice, knowledge sharing within the team to ensure continuous development and improvement
  
  

• HR Generalist Background: Recent relevant experience of working in a generalist HR role as part of a Global team, (preferably support a technology client group) with at least 2 years in a partnering or advisory capacity.
• Business Partnering: Proven experience working in partnership with leadership teams to achieve successful outcomes in relation to strategic and operational HE initiatives.
• Employee Relations: Extensive experience of managing complex employee relations issues, (disciplinaries, grievances, capability)
• Performance Management: Leading and supporting performance review processes, including coaching managers, managing high / under performance.
• Talent Management: Experience of implementing and supporting leaders with talent mapping, skills assessments, succession planning, career pathways initiatives and training needs analysis.
• Organisational Change: Participated in or led organisational change and transformation initiatives including organisational design and workforce planning, restructures, TUPE, ways of working, culture/employee experience
• HR Systems, Data and Insight: Experience of using and continuously developing HR information Systems, collating people related data/metrics, producing reports and presenting HR insight to senior stakeholders.
• International: Involvement in international HR work or supporting business expansion into new geographies (desirable).
  
  

• Employment Law: Strong knowledge of UK employment legislation and how to apply it in a business context.
• Global: Familiarity with international employment law and practices (desirable).
• HR Policies & Procedures: Understanding of best practice in HR operations, policies, and frameworks.
• Organisational Development: Knowledge of talent development, succession planning, workforce design and employee engagement strategies.
• Diversity, Equity & Inclusion (DEI): Awareness of DEI principles and practices in the workplace.
• HR Systems, Data and Insight: Familiarity with HRIS platforms (Dayforce would be desirable) and an understanding of data reporting and people analytics.
• Reward, Recognition and Engagement: Knowledge of compensation and benefits processes, including benchmarking and pay review practices and Awareness of employee engagement tools and effective action planning.
  
  

• Global: Demonstrated ability to work collaboratively across the Global people team and key stakeholders
• Strategic Thinking: Commercial awareness with the ability to provide pragmatic, business focused HR solutions and align HR strategies with wider business goals
• Influencing & Coaching: Capable of influencing senior leaders and stakeholders with strong stakeholder management, coaching and consulting skills
• Communication: Strong verbal and written communication; active listening and presentation skills, including to senior leadership.
• Problem-Solving: High-level problem-solving and analytical skills with demonstrated capability in conflict resolution, mediation, and root-cause analysis.
• Change Management: Skilled in supporting organisational change initiatives, including restructures and culture transformation with the Ability to embed a performance-driven culture and manage sensitive people issues constructively.
• Analytical Skills: Strong analytical skills with ability to assimilate information quickly and contribute to the commercial goals of the organisation. Proficient in interpreting HR metrics and using data to inform decision-making.
• Relationship Building: Ability to build and maintain trusted relationships at all levels of the organization.
• Project Management: Proven ability in managing and delivering cross-functional HR projects, able to lead and support multiple HR initiatives simultaneously.
• HR systems, Data and Insight: Proven ability to understand and interpret HR data and provide actionable insights with a good understanding and level of experience of using and continuously developing HR information Systems
  
  

• CIPD Level 5 (or equivalent qualification/experience).
• Coaching or mediation certification (desirable / not essential).
  
  

• Professional, credible, and trustworthy with high standards of integrity and confidentiality
• Proactive, adaptable, and comfortable working in a fast-paced, changing environment.
• Resilient and composed when managing challenging situations or ambiguity.
• Collaborative, inclusive and supportive, promoting a positive employee experience.
• Continuous improvement mindset with a focus on operational excellence
• Self-motivated, organised, and able to work independently as well as part of a team
• Culturally sensitive and inclusive
  
  

• 25 days annual leave rising to 30
• 5% pension after probation
• State of the art city centre offices
• Access to a range of benefits via My Benefits World
• Discounted city centre parking
• Free eye care cover
• Life Assurance
• Cycle to Work Scheme
• EAP (Employee assistance programme)
• Monthly Tes Socials
• Access to an extensive Learning and Development menu
  
  

• Pay Type Salary
• Min Hiring Rate £50,000.00
• Max Hiring Rate £55,000.00

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Design

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