- This is a full-time, permanent position on Crick terms and conditions of employment.
The HR partner works in partnership with scientists and managers, promoting excellent human resource and people practices, and providing advice and guidance on all employment matters in line with policies, procedures and legal requirements to meet the needs of the institute. The primary focus of the role is to enable and support managers in managing their staff. Acting as a key partner they will champion the Crick’s Discovery without Boundaries strategy and will assist with the design and development of focused people solutions.
The HR partner reports to the HR Advisory Manager and has one direct report – an HR advisor. The Advisory team is made up of 1 manager, 3 partners, and 4 advisors, and is fully integrated with the wider HR team, including HR services, reward, OD and academic training. Each HR partner supports a combination of scientific research labs and operational departments.
These include but are not limited to:
- Managing generalist HR guidance and support to dedicated department/labs.
- Providing advice on high risk/complex employee relations matters
- Effectively leading, developing, motivating and performance managing the HR Advisor to deliver a first class human resources service encompassing the employee life cycle that supports the Crick achieving its ambitions
- Actively participating in HR cyclical processes, e.g. performance and pay reviews, science reviews, budget-setting
- Working with OD on specific departmental strategic and cultural change programmes and organisation design initiatives
- Acting as a performance coach and sounding board to senior managers to improve people planning, performance and capability, supporting leaders to identify future talent, drive engagement, manage change effectively and enable them to make balanced and informed decisions about people
- Supporting the design and delivery of training for managers including inductions, sickness management, performance management and recruitment
- HR stream lead for the opening and closing of relevant labs
- HR lead for senior recruitment activity
- Leading the focus on talent management in collaboration with the Learning & Development team utilising talent processes including resource and succession planning, working with relevant HR specialist areas to deliver appropriate solutions and activities.
- Driving forward HR strategies, achievements of goals and promotion of initiatives to deliver against HR’s strategic agenda. Sponsoring the development of key HR strategic initiatives to be rolled out across the Institute
- Managing headcount and resource planning processes/activities to ensure accurate headcount, salary budget and resource plans are in place for each department and reviewed quarterly
- Developing meaningful data insights drawn out of dashboard MI reports to conduct focused, value-add conversations with Group Leaders/department heads
- HR lead to drive outputs/actions from institute-wide staff surveys
- Acting as a role model and supporting positive and collegial relationships at all levels of the organization
Key experience and competencies
The post holder should embody and demonstrate our core Crick values: bold, imaginative, open, dynamic and collegial, and be able to contribute as a Crick citizen:
- Working together with dignity, respect and integrity to create a positive working environment
- Safety, health & wellbeing - working Safely and responsibly, and looking out for each other and our neighbours
- Optimising - Working together efficiently, making the most of our resources
Essential Qualifications, experience and competencies:
- Experience of working as an HR generalist at Business Partner level, capable and willing to operate at all levels, from senior managers and complex people problems through the range of HR activities
- A solid knowledge of good HR practice/employment law and experience of brokering its translation into innovative and effective practical solutions in a large complex organization
- Highly pragmatic, flexible and adaptable with an ability to tailor approach to meet contrasting needs and demands
- Strong planning skills, the ability to prioritize in the face of competing demands, proven success in delivering work personally (and through others) to tight deadlines
- Good communication skills, both oral and written, and experience of drafting and presenting clear and concise reports on complex issues at management level, always with excellent attention to detail
- Good interpersonal skills, including political awareness and emotional intelligence, enabling the post holder to influence and deliver at all levels and to work effectively as part of a team
- CIPD Member or equivalent specialist knowledge gained through experience in a senior HR position
- Evidence of CPD
Desirable Qualifications, experience and competencies:
- Well-developed ability to support people managers and experience of leading, motivating and coaching staff and managers during change
- Ability to work within a complex and evolving environment, with a proven record of innovative problem solving
- Chartered Member of CIPD