Details
1103108
Harper Adams University (Shropshire)
05/01/2026
Other - See Job
The routine working week is 37 hours over Monday to Friday, inclusive.
Business Dress
Pay
£46,049
£50,253
Description
Role
HR Business Partner- Permanent - Hybrid Role Reporting to: Head of Human Resources
The Human Resources Team The HR team provides timely and professional HR support to the University, its managers and staff.
Operating at strategic and operational levels, within a rapidly changing political, economic and legal context, the Department aims to provide innovative and practical solutions, thereby helping managers to achieve their academic and business objectives.
Duties and responsibilities
1.Partners with the senior managers and other professional advisers (e.g. Finance), to develop and deliver a strategic and operational HR plan consistent with the University and HR strategies
2. Works in partnership with Senior Managers, keeps under review the effectiveness of existing organisational structures, processes and working culture and recommends improvements. Puts in place development plans with frameworks and pathways which anticipate future business needs and opportunities
3. Assists senior managers in the development of Staff Resource/ Workforce Plans which anticipate proposed operational developments. Specifically reviews and tests business cases associated with recruitment and employment proposals prior to their approval. Ensures, as part of the Resource Plan, that all managers engaged in selection have been suitably trained and assessed
4. Provides advice, guidance and support to Directors on medium to long term (1-5 years) organizational design; including workforce planning to ensure that staffing structures and profiles/ skills are aligned to the future needs of the relevant Department and that the attraction, appointment and retention of exceptional staff ensures that the University’s ambitions are realized.
5. Seeks 100% compliance with the University’s PDR process, drawing on this information to build a Talent Management bank of data which identifies potential and both below-standard and poor performance. Working in partnership with OD, identifies the most effective collective and individual training and development solutions and options, compiling an agreed plan and monitoring its implementation .
6. Delivers high-level and non-routine professional advice and guidance to senior managers, on such matters as employee relations, organisational change, job design, new ways of working, interpretation of policy, recruitment, equality and diversity, retirement planning, redundancy and staff development.
7. Working within agreed University policies; assists Directors to plan and deliver change initiatives, including effective communications with trade unions, managers and staff to promote engagement, involvement and smooth implementation of changes to people practices and the workforce profile, helping to identify and address, through guidance and targeted development interventions, the development needs and opportunities of Directors and senior managers to enable them to own and lead their change agendas
8. Identifies HR service improvement opportunities within HR operations and, in collaboration with the Senior Leadership Team and other Business Partners, agrees and guides improvement actions
9. Maintains a clear understanding and provides up to date knowledge of the legal framework within which HR operates; develops HR policies in line with current legislation and keeps abreast of modern HR procedures and best practice
10. Line manages the HR Advisers and HR Administrator and oversees their portfolio of casework, ensuring that matters are progressed in a timely and professional manner, through regular liaison and the provision of advice, guidance and direction as required.
11. Provides expert advice on the management of complex and/ or high-risk cases, such as identification of potential claims in the employment tribunal or civil courts deciding and advising as to whether external legal advice should be sought
12. Encourages the embedding of more effective people management competencies by supporting, training, coaching and influencing senior and operational managers dealing with key strategic and operational issues.
Skills and experience
- Level 7 CIPD Qualification or Qualification in HRM or HRD, or equivalent experience
- Successful track record in managing employee relations matters Experience of talent management and developing succession management plans
- Project management skills with experience of successfully developing and managing change programmes and projects Competent manager of formal and informal meetings
- Can demonstrate an agile approach, whereby they are comfortable moving from Strategic discussions to tactical problem solving Good working knowledge of UK employment law, including recent changes Strong presentation and communication skills – both written and verbal.
- Ability to produce reports dealing with complex subject matter
Location
Hybrid - Harper Adams University - Edgmond Campus