HR Business Partner

Must have hospitality experience, be CIPD qualified and flexible in working hours

1 year fixed term for maternity cover

Purpose:

• As one of three HR Business Partners servicing the business the BP is accountable to the H R Director for the delivery of HR services to the team. As a senior figure within the team you will work closely with the respective line managers to develop, implement and maintain initiatives linking the business objectives.
• As the BP you will understand the unique roles and responsibilities, strategic goals and business needs of the team in order to provide a proactive HR service.
• The BP will draw on the central HR support team and systems as resource requires and will be required, as the needs of the business dictate, to support other parts of the business when necessary and be an effective and fully integrated member of the HR team.
• Early morning, late evening, weekend and Bank Holiday working may be required as the needs of the business dictate to average 40 hours per week.

Person Specification

• Customer focused
• Robust/resilient personality
• Able to deal with ambiguity
• Flexible
• Able to influence without formal authority
• Credible, proven track record of working within a hotel environment or similar customer focused business
• Emotional intelligence, ability to think
• Graduate CIPD
• Able to manage the details, without missing the big picture
• Able to convey the brand through personal image, words and deeds
• Able to develop new systems and procedures
• Is open, honest and trusted
• Forms long term, productive relationships
• Communicates clearly and effectively both verbally and in writing
• Able to work to tight deadlines under pressure

Project Summary

Scope

• Working across all (hospitality and facilities) teams to ensure consistency of approach and sharing of best practice/experience in HRM
• Supporting operational managers in delivering continuous improvement in customer service, product design and business performance - ie balancing the need to maintain order and stability with the need to continually support the process of change and improvement.
• Ensuring legislative compliance
• Contributing to building a culture of ambition, integrity and achievement
• Provide independent advice and guidance that balances the operational needs of the department with that of the employee, the organisation and legislative compliance.

Recruitment & selection

• Building and maintaining networks with relevant hospitality employment and temporary staff agencies, creating best fit in calibre of recruits and greatest value in terms of rates

Induction and orientation

• Developing an induction system that is customised not only for the role but for the team

Training & development

• Commitment to contributing to the brand through the quality of services and product, resulting from a well-trained, high performing and engaged workforce

Performance management

• Contributing to developing changes in performance systems to encourage continuous improvement in service quality and business performance (eg Team bonuses, individual development, etc.)

Operational

• Supporting and developing mechanisms for recording annual hours, overtime, TOIL and holidays consistently and accurately across departments and ensure they integrate with the central Personnel Information and Payroll system.