Job Description: Senior OD/HR Business Partner
Location: Hull / 3 days onsite per week
Contract: 3 Months initially
Payrate: £300-425p/d
Role Purpose
The Senior OD/HR Business Partner plays a strategic leadership role in driving people-focused initiatives that improve organisational performance, workforce capability, and employee experience. Acting as an account manager for designated service areas, the postholder ensures alignment between people strategies, organisational priorities, and policies.
They lead a multi‑disciplinary HR/OD team, support the end‑to‑end people cycle, drive continuous improvement, and provide specialist guidance on organisational design, workforce development, performance management, and employee relations.
Key Responsibilities
1. Strategic People Planning
* Lead annual people strategy development for designated services, informed by workforce data (e.g., turnover, absence).
* Create innovative solutions to people challenges (e.g., recruitment strategies, market supplements, apprenticeships).
* Contribute to the wider OD/HR service plan, ensuring resources are effectively aligned.
2. Continuous Improvement
* Embed a culture of continuous improvement, using data, learning, and digital tools to drive efficiencies and service quality.
* Ensure learning from casework and team discussions translates into improved practice.
3. Health, Wellbeing & Attendance
* Support managers in understanding the drivers of sickness absence and improving wellbeing.
* Promote and encourage use of wellbeing tools, occupational health, and support services.
4. Complex Casework & Change
* Provide expert advice on complex HR cases and ensure learning is acted upon.
* Lead or support restructures and organisational design projects.
* Oversee TUPE processes, ensuring legal compliance and a positive transition experience.
5. Team Leadership
* Lead and develop a team of OD/HR professionals, coaching them to meet CIPD competency standards.
* Promote a high‑challenge, high‑support culture.
6. Investors in People
* Support the development and implementation of IiP action plans to improve accreditation and employee outcomes.
7. Performance & Leadership Development
* Coach senior leaders to strengthen performance management capability.
* Model best practice through effective leadership of own team.
8. Change & Transformation
* Develop people plans to support transformation initiatives, reinforcing the organisation’s culture and values.
9. Diversity, Inclusion & Workforce Insight
* Analyse workforce profiles to help services understand and act on equality, diversity, and inclusion priorities.
* Support equality impact assessments and compliance with statutory duties.
10. Customer Focus & Stakeholder Management
* Serve as the principal HR account manager for allocated service areas.
* Partner with colleagues, trade unions, and the HR Service Desk to resolve issues and improve service delivery.
11. Emergency Planning
* Participate in the Council’s out‑of‑hours emergency response rota as required.
Qualifications (Essential)
* CIPD Level 7 or equivalent, OR substantial professional OD/HR experience at a senior strategic level.
* Chartered CIPD membership.
* Evidence of continuous professional development.
Experience (Essential)
* Leading HR/OD services in a large, complex organisation.
* Managing change, workforce planning, high‑complexity casework, TUPE, and service redesign.
* Managing staff performance, resources, and complex data.
* Building and leading effective teams.
Skills (Essential)
* Strategic thinking, problem‑solving, and innovation.
* Strong leadership, coaching, and people development skills.
* Ability to design and implement service improvements.
* Excellent communication, influencing, and negotiation capabilities.
Knowledge (Essential)
* Employment law, HR policy, employee relations, and tribunal processes.
* Workforce planning, succession planning, and talent management.
* Public sector policy, legislative frameworks, and service context.
* Financial awareness relating to HR interventions.