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Temporary HR Business Partner - Peterhead, Aberdeenshire, United Kingdom - Score Group
Description
With a passion for people, the HR Business Partner (HRBP) will lead the delivery of the HR service providing strategic guidance to management and direction to employees with advice, information and practical guidance concerning HR issues.
This includes employment legislation and policy related matters, aligned to achieving business objectives while effectively representing the HR function and SCORE values.
of recruitment processes from interview to hire.key employee life cycle processes including performance management, salary review, succession planning and talent management.
focus on diversity and inclusion and wellbeing.
Recruitment and Resourcing Activity
the overall process of driving integrated resource management and manpower planning through managing and leading headcount and forecasting activities in association with the business and operations.
that all business activities and delivery of a recruitment service comply with relevant Acts, legal demands, and ethical standards and in line with the recruitment framework.
HR ProcessAlways acting with integrity when dealing with confidential information, documents and records, and as an ambassador for fairness and consistency in application of HR policies, procedures and standards.
the development, production and maintenance of employment policies, procedures and management guidance notes whilst ensuring that these policies and procedures are clearly documented and are readily available to all staff.
the co-ordination and delivery of all HR processes: including but not limited to manpower and talent management including succession planning, disciplinary and grievance case management, redundancy, performance management, recruitment and retention, compensation and benefits management, learning and development and training & competency.
the process of providing support and advice to the business by providing day-to-day Employee Relations advice as required.the process to review exit interview and other turnover and retention data to identify trends, provide reports as required and develop and implement potential retention strategies.
that all HR systems and employee records remain updated – electronic and paper based.a pro-active manner lead the management of absence issues – both short and long term.
the process of identifying and analysing training needs required for performance management, succession, and talent management.
the process to develop and coordinate specific corporate training and development programs and initiatives in line with PDPs arising from start of year performance conversations.
PerformanceLead the performance and pay review processes and provide assistance with the associated data processing and analysis required.
HR Projects
proactive in the creation, development and execution of HR initiatives.
HR initiatives as requested by the Head of HR.
role in reviewing HR providers from a cost and service provision aspect.
Share knowledge with, coach and support the development of, other members of the HR team, ensuring HR Advisors can gain experience from opportunities.
qualification in Business, Management, Human Resources or associated discipline is essential.experience working in generalist HR within a similar industry sector.
experience leading a HR team with a sound knowledge and understanding of all facets of human resources including recruitment and resourcing, industrial/employee relations, talent and performance management, people development and coaching at all levels, learning and development, compensation and benefits, and organisational design.
knowledge and understanding of employment law, with proven experience in all forms of case management including disciplinaries and grievances.
experience in the management of confidential information.of taking initiative in and co-ordinating a varied generalist HR role.
computer skills, with advanced skills in MS Office applications, and experience using multiple HR information systems.
communication skills - able to prepare information for management, reports, staff instructions, policy and procedure development and implementation.
people management skills.
commitment to the promotion of fairness and consistency.
With facilities in over thirty locations spanning five continents, Score employs more than 2000 people, including 230 apprentices. The development of future talent is at the heart of everything we do.
A global leader in valves, emissions management and gas turbine solutions, the provision of an extensive range of services across multiple global markets makes Score a dynamic workplace where no two days are the same.
If you like the sound of an attractive salary, contributory pension, an excellent benefits package, and the opportunity to work as part of a global organisation that's passionate about people development, we'd love to hear from youWe're committed to promoting diversity and inclusion throughout our organisation and remain committed to developing an open-minded, global culture.
