Schools HR Business Partnering Senior Advisor (EA Employees Only)

Assisting the Schools HR Business Partners (HRBPs) in the provision of the Schools HR Business Partner service, including providing specialist advice, support and  guidance to school management  and Boards of Governors on areas including workforce planning, organisational change and complex workforce issues such as trade disputes arising in individual schools.

Providing a lead role under the direction of the Schools HRBPs supporting strategic, cross functional, cross directorate, whole school people related programmes.

Direct line management of small number of assigned staff.

Assist the HRBPs in establishing and developing collaborative working relationships with school management and Boards of Governors to understand the key performance issues and associated  people requirements to deliver focussed HR solutions to achieve educational and school objectives and overcome organisational challenges.

Be the first point of contact for the School HR Business Partnering service, acting as an interface with managers to provide initial guidance, advice and support and to signpost to other functional areas  where appropriate.

Provide a business support service to the HRBPs including providing administrative support. 

Contribute to the development of strategies, business plans, policies and procedures to support the achievement of corporate aims and objectives.

Be the first point of contact for the School Business Partnering service, acting as an interface with school management and Boards of Governors to provide high quality guidance, support and advice. 

Work with HRBPs to lead and support a variety of people and change business projects including school reorganisations and restructuring.

Advise and support school managers and Boards of Governors on redundancy handling ensuring compliance with statutory and contractual obligations.

Advise and support school managers and Boards of Governors on variation of contracts and cessation of fixed term contracts ensuring compliance with statutory and  contractual obligations.

Support in managing organisational change where this relates to HR related activities e.g. restructuring, redundancies.

Collate, analyse and interpret information, for example staff data, structures and other metrics in relation to various change / business projects, which will involve partnership working with other HR  functions and EA Directorates.

Attend meetings as required by HRBPs to establish key requirements/themes/issues which require school business partnering support and provide initial high quality guidance and advice as  appropriate.

Undertake research projects into relevant topics as determined by the HRBPs.

Participate in consultation and/or negotiations with teaching and support staff and Trade union representatives as required by HRBPs.

Provide feedback and support to school management and Boards of Governors to improve and promote positive organisational performance.

Fulfil a line management role in relation to assigned staff e.g. leave, absence, performance management etc

Allocate and manage duties of assigned staff in accordance with priority needs of the functional area ensuring the initiation and provision of staff development needs as appropriate.

Review and challenge the application of existing HR policies and practices and participate in relevant training and implementation activity as required, to ensure  awareness, understanding and  compliance.

Contribute to the continuous improvement of the quality and value of the HRBP function.

Support the implementation of new HR systems and processes and undertake training as required.

Guide school management and Boards of Governors on the optimum utilisation and deployment of resources in line with employment procedures, current legislation and best practice including  identifying creative and practical solutions to overcome workforce issues.

Work in partnership with school management and Boards of Governors and challenge them to review the effectiveness of existing structures, systems and culture, and recommend change.

Identify opportunities to promote early intervention strategies to resolve individual and collective workforce issues.

Provide initial advice and/or signpost school management and Board of Governors to other HR functions as appropriate, e.g. employee relations, resourcing, OD/L&D etc.

Promote a culture of positive performance management by providing specialist advice and guidance to school management and Boards of Governors.

Hold budgetary approval at an appropriate level and ensure resources are managed within the agreed budget for the Service.

Ensure that the Authority’s policy on Data Protection (in particular processing sensitive personal information) is properly complied with

Ensure that the Authority’s Equal Opportunities Policy, relevant Codes of Employment and Practice and other relevant legislation are adhered to. In accordance with Section 75 of the Northern Ireland  Act (1998), the post-holder is expected to promote good relations, equality of opportunity and pay due regard for equality legislation at all times.

Participate as required in the selection and appointment of staff in accordance with the policy and procedures laid down by the Authority.

Undertake other related duties within the grade and competence of the post-holder as required. 

The post holder may also be required to work outside normal office hours on occasions.