Role overview
Vacancy: HR Business Partner - TUPE
Location: Home Based - with regular travel across the UK
Salary: £50,000 plus car allowance
Working Hours: Monday to Friday, 09:00 - 17:00
Benefits: Car Allowance, Private Healthcare, 25 days holidays + Bank holidays, Health Cash Plan, Discount Shopping, Gym, Days Out, Learning & Development opportunities, Paid Volunteering Days, plus many more.
About EMCOR UK:
At EMCOR UK, we revolutionise facilities management by combining our engineering heritage and innovation capability. We prioritise people in everything we do, collaborating closely with our customers to understand all their needs, from the big picture to day-to-day operations. Our purpose is to “create a better world at work”. Using our unique insight platform, "One Data World," we harness data-driven intelligence to make informed decisions, adapting our services to meet our customers’ evolving requirements. This allows us to cultivate an enhanced workplace experience for their teams whilst optimising efficiency, meticulously managing every asset, and minimising their impact on the planet. All supported by our commitment to safety, compliance, and assurance. Our partnering approach empowers our customers to shape a better future. Whether guiding their path to net zero or redeveloping their facilities for enhanced efficiency, we create better places for work whilst taking away the burden of facility operations, freeing up our customers to concentrate on their business.
TUPE Specialist
1. To provide leadership and advice to the business and managers about all aspect of the TUPE process, providing both hands on and advisory support.
2. To represent the HR function in any Business Development and Mobilisation meetings regarding potential and actual transfers.
3. To form HR teams appropriate to each transfer to undertake due diligence/1:1s etc
4. Overseeing the HR components of TUPE to ensure appropriate cost analysis and HR risk management is taken into account and briefed to all the key stakeholders
5. Working as an integral part of the HR team throughout the change programme Ensure the entire transfer-in process will be run smoothly and effectively (from planning, negotiation, employee consultation to on-boarding). To draw up a detailed plan of the TUPE process with milestones and timescales To liaise with experts in legal, finance, pensions/life assurance and procurement fields on the TUPE process ensuring the co-ordination of all for a successful transfer of staff. To build up and maintain a good working relationship with competitor HR and Ops teams and clients prior to and post transfer Attend meetings with competitor HR * Mobilisation teams an client teams, responsible for negotiation and ensure effective communications with the client HR team To consult and liaise with the recognised trade union and employee representatives of the Company as necessary and with trade unions subject to recognition as a part of the TUPE process. To provide information for internal and external comms To support managers and HRBPs/HR Officers in managing and resolving operational issues that arise during and after the TUPE process in relation to the transfer Lead on the data collection, due diligence and consultation of a TUPE transfer Working with Payroll to ensure all TUPE staff are on correct Payroll and paid on time and accurately Advising and supporting managers and staff on all HR issues including reorganisations/change and ER pre- and post-transfer Building effective relationships with the business and providing proactive strategic and internal consultant advice Responsible for ensuring that our policies and practices are compliant with TUPE and wider employment legislation HR Operations Provide advice to line managers on operational HR issues in order to minimise risk exposure to the Company Advise on employment legislation, company personnel policies and procedures to ensure compliance, management of performance and effective employee relations. Keep abreast of current case law, continuously updating practices to retain competitive edge Managing disputes, discipline, grievance, redundancy type ‘Case work’. Advise on company policies with regard to terms and conditions of employment and monitor operational salary scales to ensure they are in line with company and industry norm Participate and contribute to the HR strategies, policies and procedures ensuring that operational requirements are met Deal effectively with Employee Relations matters including Trade Union interface Monitor and supervise the implementation of operational annual salary reviews Liaise with HR Administrative Support Teams and Business Unit Personnel Coordinators to ensure accurate records, documentation and database. Train the relevant staff in the procedures which link into the HR Shared Service Centre Support the development of HR IMS documentation and processes, continually driving for improvement and efficiency and effecting necessary changes
Organisational Development
6. Acting as a true HR Business Partner, fully understanding contract/business unit activities, drivers and needs. Analyse organisational and employee trends to identify appropriate cost-effective
7. HR programmes and interventions that improve business unit performance as required. These would typically include: - Employee recognition and reward schemes Employee communications as demanded by business unit needs Employee satisfaction monitoring and improvement
8. Improving client interface by developing employee / client solutions
9. Develop strong working relationships within the internal client group senior management teams and provide sound information and expert advice on all matters relating to organisational effectiveness, employee resourcing and engagement
10. Raise the quality of the people management processes and work towards increasing the value of Human Capital deployed in the business unit, driving up employee productivity and effectiveness
11. Balancing business requirements with employee needs, often managing complex and difficult people situations, driving initiatives over the line and working with senior operational staff to resolve business unit challenges
12. Coordination and encouraging completion of annual appraisals for the allocated internal client groups ensuring that line managers properly conduct the appraisal process in accordance with company policy and business unit requirements
13. Ensuring that business units have adequate management resource through the development of Succession Plans including conducting gap analysis on individual skill and competency levels against business unit and company requirements
14. Work closely with the members of the HR Shared Service Centre and Payroll teams to develop an integrated and comprehensive HR service to the operational and functional line management, provide professional support & back up to the HRSSC by feeding relevant information on issues and developments occurring in the business unit
15. Any other initiatives or HR or business-related projects as reasonably requested by the Divisional/Functional Heads or Executive Leadership Team and HR Director
About the role
Who You'll Be:
16. Essential to have previous experience of working on TUPE transfers on a large scale
17. Self-sufficient in leading on TUPE transfers and process and be an expert in ER management
18. A well round experienced HR professional practitioner with solid HR experience, preferably gained working in a FM or related business environment
19. Can demonstrate a successful track record of implementing ‘added value’ HR programmes in a commercially driven business environment
20. A thorough understanding and knowledge of up to date of best practice HRM techniques
21. Educated to degree level in HRM with a professional qualification CIPD or equivalent
22. Good understanding of current Employment Law
23. Thorough understanding of change management techniques
24. Previous experience of providing HR business partnering services within a large, complex, multi-faceted organisation is essential
25. Keen to deliver an excellent service to your colleagues and customers, you will communicate effectively and efficiently and act as an escalation point for stakeholders. People management experience is essential; you will have the ability to motivate and mentor with enthusiasm and provide clear direction.
26. The ability to quickly identify business unit needs and risk reward in people resource planning and management
27. Good analytical skills and the ability to detect trends and patterns
28. The ability to think strategically with the tenacity and determination to see projects and initiatives through to successful conclusion
29. The ability to take objective and business focussed decisions, always retaining a commercial focus
30. Self-starter with good personal organisational and project management skills
31. The ability to develop positive working relationships with Directors and other senior management team members
32. High level of influencing skills and the tenacity to push forward with good ideas whilst retaining effective relationships
33. Confident and outward going with an obvious ability to gain confidence of senior management
34. The energy and infectious enthusiasm to get things done
Skills & qualifications
35. TUPE / change management experience (from start to finish)
36. Excellent knowledge of current UK employment legislation and ACAS guidelines
37. Extensive TUPE Transfer Experience
38. Previous experience of implementing and advising on a broad spectrum of HR policies with managers and employees
39. Excellent stakeholder management skills
40. Excellent communication and negotiation skills
41. Excellent TUPE project Management skills.
42. Ability to work on own initiative and manage own time effectively
43. Generalist HR and staff management experience
44. Experience of working in a Unionised environment
45. Strong; communication skills, attention to detail and compliance understanding
At EMCOR UK, we embrace and celebrate diversity in all its forms.
We welcome applicants from all backgrounds and experiences, regardless of age, race, gender, sexual orientation, religion, disability, or any other characteristic that makes you unique. We believe that a diverse and inclusive workforce fosters creativity, innovation, and better problem-solving.
We encourage applications from all candidates and are committed to providing equal opportunities for employment and growth, supported by our inclusive policies and practices.
Join us in our endeavour to build a culture of mutual respect and equity, a place where every voice is heard, and every individual is championed.
Join us in building a better world at work.
EMCOR UK benefits
46. Industry leading maternity & paternity policies
47. Refer a friend scheme – worth £500 per referral
48. GEMS – Internal recognition scheme with vouchers for Amazon and retail/dining
49. Extensive learning & development opportunities, including opportunities for progression
50. Discount shopping, gym, mobile, family activities, insurance, dining experiences, car leasing and breakdown cover
51. Bike To Work Scheme
52. Health cash plan - Benefits covered include optical, physiotherapy and a health & wellbeing
53. Dental scheme
54. Access to health assessments
55. Employee Assistance Programme - Offering guidance and advice on Personal, Health, Legal and Financial queries