HR Business Partner

• You will be an experienced operational HR professional.
• Ideally, you will have previous experience operating as an HR Business Partner in a multi-site, operational or contracting environment. Delivering and supporting the development of people-based solutions.
• You will have a passion for all people-related topics and will have a breadth of experience and exposure to all parts of the employee lifecycle.
• In your career to date you will have experience of managing change, employee relations, (including complex ER cases), as well as supporting the development of policies and procedures and HR related projects.
• You will be able to balance the needs of your stakeholders and will have a commercially focused mindset which combines the requirements of the business and people strategy.
• Using effective communication skills build relationships with your stakeholders, understanding their objectives and working with them to achieve success.
• Your excellent interpersonal and collaboration skills mean you develop relationships with ease which enable you to constructively challenge in order to seek continuous improvements that adds value, drives consistency and delivers improved results.
• Able to work to high standards and lead by example as a role model, identify strengths and areas of development in others
• You will have committed to your own personal development and will be CIPD qualified or will hold an alternative relevant professional qualification.

• Competitive salary
• A wide range of family-friendly policies
• Company car/car allowance/travel allowance
• 8 % matched pension contributions
• Private healthcare
• Life assurance
• 26 days holiday
• 2 wellbeing days
• 1 volunteering day
• Personal and professional development

BAM is currently looking to recruit an HR Business Partner for our Scotland division. Reporting to the HR Director for the Segment the HR Business Partner will play a key role in supporting the delivery and implementation of the Segment People Strategy which also supports both the Divisional and Segment purpose, vision, mission and overall objectives.

The HR Business Partner will provide key business partner support to the management team within the business unit whilst working collaboratively with the wider People team to inform and then in turn drive delivery of key areas of focus with the CoE's and wider People function.

To provide expertise to shape positive change, supporting the delivery of people-based solutions, as well as challenging and focusing on adaptive people practices which are aligned to the wider People strategy.

• Working collaboratively supporting the development and delivery of Segment and business unit operational, strategic, plans and objectives.
• Working with leaders and managers to build a culture aligned to our values and associated behaviours, which are also focused on trust, respect and fairness, support diversity and inclusion, wellbeing and employee engagement.
• Continuously drive both the business and HR strategy, providing both challenge and solutions to management teams
• Lead performance management strategy working with managers to drive the perform and develop process to include goal setting and the end of year review process including calibration, and any performance improvement initiatives aligned to business objectives.
• Drive succession planning, identifying and developing internal talent pipelines to support business continuity and growth.
• Lead and advise on all Human Resources operational matters including performance management, employee relations matters including disciplinary, grievances, absence management, redundancy programmes and organisation design
• Conduct workforce analytics and implement People metrics frameworks to measure the effectiveness of policies, procedures and strategy, presenting insights to leadership.
• Provide analysis and feedback on employee engagement tools, supporting activity to create and implement action plans.
• Using data and analytics to measure the effectiveness of policies, procedures and strategy. Provide regular, monthly and quarterly people reports
• Lead the implementation of people-related policy and process governance
• Develop evidence-based solutions and interventions through analysis of People data and metrics to identify trends and investigate root causes of people-related issues.
• Continuously drive improvements in systems, policies and procedures through keeping knowledge of HR external market trends, insight and internal best practice.
• Assess and advise on current and future resourcing (to support Strategic Workforce Planning insights), merit & promotion processes, and reward programmes.
• Supporting managers with recruitment, succession, retention, early career and high potential development designed to improve diversity and business performance.
• Leading change management and associated business transformation programmes.
• Participate in people-based project work within the segment and wider UK&I enabling services
• Responsible for recording employee relation matters on case management systems, ensuring all advice, notes, decisions and outcomes are logged accurately.
• Provide coaching and advice to line managers to enable them to lead on resolving complex Employee Relations issues and ensure compliance and consistency, leading on constructive working relationship with trade unions, works councils, employee forums and similar bodies (where relevant).
• Work collaboratively with the compliance teams on cases involving serious conduct or behavioural concerns
• Manage, support and develop team member(s) as appropriate to the role