HR and TA Business Partner

Overview

With a firm focus on supporting our managers with recruitment, onboarding and people development, Avena are delighted to be advertising for a HR and TA Business Partner. This new role is required due to ongoing growth and will serve as a strategic advisor to the business, its’ leaders and its’ greatest asset; our people.

This role involves developing and implementation of HR strategies, managing the end-to-end recruitment process, and ensuring the alignment of HR initiatives with business objectives to secure the future of Avena, and all that rely on it.

 

Duties and Responsibilities

• Talent Acquisition: Manage the full recruitment lifecycle, from sourcing and interviewing to onboarding new hires.  With knowledge of job boards and sourcing talent UK wide, you will have the ability to identify ‘good fit’ candidates and enthused when presenting Avena as an “employer of choice”. Support management in identifying key talent, interviewing techniques and best practise employee journey through the full lifecycle

• Strategic HR Partnership: Collaborate with business leaders to understand their needs and provide strategic HR support

• Culture: Understand the nuances of positive culture; enhancing and developing the way we work, implementing engagement initiatives whilst increasing both internal and external stakeholder perception.  Supporting change management within the wider business strategy programmes

• Employee Relations: Address employee concerns with management and provide guidance on HR policies and procedures.  Maintain ER data for analysis.  Draw on experience of complex cases to ensure mitigation of risk through best, legislative performance.  Providing 360 lifecycle of value add; e.g. escalation management, fit for purpose process, best way to positive outcome route etc

• Performance Management: Support the performance management process, including goal setting, performance reviews, and development plans. Supporting probationary reviews, annual performance reviews, salary reviews, benchmarking (Europe) as well as performance linked KPI setting in alignment with the business output needs

• Project Management: Capable of scoping and managing project lifecycles including, but not limited to harmonisation, TUPE, competency development, change of measures consultation, handbook and contract reviews etc

• Workforce Planning: Assist in workforce planning and talent initiatives to ensure the right team is in place to meet business needs, whilst developing employer brand

• HR Policy Implementation: Ensure HR policies and procedures capture our values whilst also being effectively communicated, keeping abreast of new legislation and ensuring this is embedded

• Diversity and Inclusion: Promote diversity and inclusion initiatives within the organisation

• Training and Development: Identify training needs and co-ordinate employee development programs

• Compliance: Ensure compliance with employment laws and company policies.  Remaining up to date with process development (such as CIPD and ACAS media releases) whilst also building a legal register that ensures current and future adherence to legal and regulatory requirements

• Reporting: Prepare and present HR metrics and reports to senior management.  Taking this further and developing project work and white papers on change projects to drive best practice and value add back into the business

• Pay and Reward: Maintain and support payroll with basic knowledge of PAYE, NI, tax codes, pensions, AOEs, BIK, P45s, P60s, deductions and statutory payments/reporting/manual calculations

• Personal Development: Add to the team capability through personal learning and development, networking and knowledge sharing to present innovative ways to drive the department and people offering forwards

 

Behaviours

The ideal candidate must demonstrate;

• Experience and knowledge of employee relation management, employment law and statutory obligations
• Capability of identifying talent, supporting recruitment & retention across diverse business functions
• The ability to retain confidentiality and an unbiased, fair approach to all employees
• Strong communication skills utilised in supporting across a spectrum of management roles
• An ability to think outside the box
• A focus on company and employee protection, doing the ‘right thing’ but also a commercial approach to drive value add
• Live by the Avena values and conform with all associated employee policies

 

Role Measures

The line manager will set out specific measures with you, however departmental focus includes;

 

Time to Hire: Average time to hire of 60 days or less

Quality of Hire: Ensure 85% of new hires meet or exceed performance expectations in year one

Employee Retention: Maintain employee retention rate of 85% or higher

Employee Satisfaction: 90% satisfaction rate in employee engagement surveys

Training Participation: 95% of employees complete mandatory training programs

Compliance Rate: 100% compliance with employment law and our policies

Performance Reviews: Ensure 100% completion of annual performance reviews