Main Responsibilities
Client Engagement
- Build and maintain trusted advisory relationships with Directorate leadership and Resource Management Units (RMUs), acting as the primary HR advisory partner, providing clear, consistent guidance on people policies, processes and frameworks, while supporting Directorate objectives and ensuring alignment with corporate frameworks.
- Act as a connector across HRM and relevant corporate functions, including Programme, Budget and Financial Management (PBF) and Resource Management Units (RMU), coordinating expertise as required to provide coherent, actionable and well-integrated people advice for Directorates.
- Leverage workforce data and analytics and available technology to inform decision-making, support strategic planning and provide targeted people insights through concise reporting and presentations.
- Support the development and delivery of Directorate-specific people and workforce plans aligned with the Programme of Work and Budget (PWB), incorporating strategic workforce planning (SWP) to address business priorities, risks and opportunities, including skills and capability requirements, capacity planning, workforce sustainability and mobility.
- Advise on organisational design and job architecture matters within Directorates, including role structuring, grading and classification, and support Directorate leadership in the development of reorganisation proposals, from the inception to the implementation, ensuring appropriate framing, documentation and presentation in line with governance requirements.
- Support Directorate leadership through core HR cycles, including performance management, promoting robust calibration, data-led assessment and consistent application.
- Provide leadership coaching in the form of practical, day-to-day guidance, alongside strategic people advice, to strengthen managerial effectiveness, leadership capability and team performance.
Employee Relations & Case Management
- Ensure effective management of employee relations cases including performance management, probationary and end of appointment scenarios, from identification to resolution, ensuring timely progression, consistent handling and appropriate documentation in line with applicable staff rules.
- Advise and support staff and managers on early-stage complaints, grievances and misconduct matters, supporting early resolution and assessing risks and options in line with staff rules.
- Maintain tracking of ongoing people situations and advice provided, supporting oversight, knowledge sharing, continuity across HR, and timely escalation where issues develop.
- Work in partnership with the HR Legal Unit on sensitive, complex or high-risk matters to understand legal, operational and reputational risks, and translate regulatory considerations into clear, actionable guidance.
HR Service Delivery
- Collaborate with HR product, policy and process owners to support the implementation and embedding of HR frameworks, tools and initiatives, driving consistent adoption across Directorates.
- Support the design and delivery of HR communications to improve awareness, understanding and engagement with HR priorities, cycles and milestones underpinning the HR Strategy.
- Contribute to improvements in HR operational effectiveness through standardisation, automation, and process improvements, including the development and application of SOPs, workflows and digital tools such as ServiceNow.
- Champion diversity, inclusion, and modern working practices.
- As required and agreed, act as a recognised subject matter expert in an HR domain, contributing expertise to corporate initiatives, policy development and capability-building, alongside Directorate portfolio responsibilities.