About Wrightbus

Wrightbus manufactures the World-first zero-emission hydrogen double-decker, alongside midibuses, full size single deckers, two and three axle double deckers and articulated vehicles. Wrights Group has recently focused increasingly on its zero-emission hydrogen buses.

We are looking for an experienced HR Business Partner to join our team to support with managing and creating a vision for all people related aspects of Wrightbus, encompassing the first moment that someone hears of Wrightbus all the way through the interview, onboarding, training and their ongoing professional development during employment. The HR Business Partner will be responsible for providing customer focussed advice and support to managers and employees in line with organisational policies, procedures, and legal requirements. You will be the main point of contact for staff, handling daily queries and escalating to HR Manager where necessary. You will work closely with the HR Manager on, recruitment, performance management, employee relations issues and employee engagement. You will build solid business partnerships across the organisation ensuring that we provide a value-added service. You will be key in representing the employee’s views and progressing the people strategy within the organisation

Benefits:

• Holidays - 237.5 hours.
• Pension – 5% employer, 3% company
• Medicash scheme. You can claim back on medical appointments and free counselling etc.
• Life insurance
• Canteen onsite,
• Free parking and local befits

Requirements:

• Third level qualification in Human Resources or a related discipline (or equivalent).

• Membership of the Chartered Institute of Personnel and Development.
• At least 5 years’ experience working in a dedicated generalist HR role of which 3 years’ must be at HR Officer level or above.
• Demonstrable experience and ability to deliver HR solutions across at least four of the below disciplines including: HR Strategy Organisational Policy Development Culture Change Organisational Structure Performance Management Recruitment and Selection Employee Engagement and Retention
• Proven experience of delivering HR advice on complex disciplinary and grievance cases which is compliant with current NI Legislation and Codes of Practices.
• Proven experience of developing and implementing initiatives to enhance the HR service delivery.
• Experience working with Unions. QCD858 – Rev 4 PERSONNEL SPECIFICATION
• Proven experience of developing, reviewing and communicating policies and procedures.
• Working knowledge of computerised HR Systems.
• Experience of PAMS. (Desirable)
• Positive role model and influential.
• Strong organisational and planning skills with the ability to work under pressure to meet multiple deadlines.
• Ability to be flexible and adaptable to meet the requirements of the role. The role may involve working at various locations from time to time

Role:

Recruitment and Selection

• Establish a recruitment process that is part of the overall organisation’s marketing campaign, engaging with a wide range of advertising media to promote Wrightbus.
• Ensure ongoing benchmarking of salaries and conditions to inform Organisational decision making.
• Work alongside managers within each business area to identify and plan recruitment needs and skill requirements and establish a suitable plan to deliver in a timely manner.
• Manage the recruitment and selection process for all internal and external positions, including developing job descriptions, personnel specifications, placing adverts, liaising with agencies, screening applicants, arranging, and attending interviews. Ensuring sound candidate management through to appointment.
• Responsible for contractual documentation in relation to appointments and liaising with relevant parties to ensure onboarding process is managed professionally.
• Monitor and control trackers in relation to recruitment and selection ensuring that they are up to date and accurate.
• Responsible for ensuring that the process meets all legal requirements and all necessary records are in place.
• Manage the recruitment pipeline in line with HR resources to ensure effective service delivery.

Employee engagement

• Develop and implement employee engagement initiatives ensuring that they are focused on addressing key areas of concern.
• Roll out an employee survey and collate the employee feedback recognising areas of strength and those that require improvement.
• Develop an action plan alongside the management team and ensure that it is monitored and actioned to address the feedback from the employee survey.
• Develop and implement a wellbeing calendar.
• Establish an employee’s centric focus with the ability to bring life to the employees needs.

Employee Relations

• Provide first line advice when dealing with telephone/email/written enquiries and personal callers to HR office.
• Provide a trusted advisory service for managers in relation to issues such as grievances, disciplinaries and other performance related matters and provide advice and guidance on complex HR issues in order to minimise risk.
• Manage employee relations to promote a high level of employee morale and motivation, demonstrating employees are managed consistently and fairly.
• Prepare, compile, and manage documentation for employment relations cases up to and including tribunal cases.
• Participate on panels to support managers with employee relation issues, ensuring that best practice and legislation is adhered to.
• Support with the development of team members on enhancing employee relation skills.
• Oversee all employee relations matters ensuring that all letters/ templates/ documents are professional and meet legal requirements.
• Identify areas for training and develop and implement the appropriate training to address skills gaps.

Absence Management

• Ensure consistent implementation of the management of short-term absence throughout the business in line with the Absence and Timekeeping policy and procedure, managing trigger absence reports.
• Reduce absenteeism by highlighting trends in absenteeism across departments, shifts etc., train and work with managers to improve quality of absence documentation. Implement appropriate initiatives to respond.
• Participate in the management of employee relation cases relating to sickness absence, including making recommendations, giving advice and support to managers, liaising with Occupational Health, case review meetings, and ensure appropriate actions are implemented as required.
• Collating absence data for weekly, monthly, and ad-hoc reports. Developing compliance reports to monitor return to works. QCD859 – Rev 4

Training and Development

• Work with managers to complete the training needs analysis and plan ongoing training for all employees.
• Control Performance Management documentation and proactively work with managers to ensure performance related issues are being managed and reviews are completed in a timely manner.
• Assist in the design and delivery of development workshops in areas of HR best practice to enhance knowledge and skills of employees and management team, ensuring that they are suitably informed of legislative changes in a timely manner.
• Manage the apprenticeship programme, ensuring appropriate level of support to ensure successful outcomes for apprentices.
• Develop strong relationships with apprenticeship providers.

HR Information System

• Ensure that PAMS, Employee Information Centre, Time and Attendance system and other applicable systems are updated accurately and timely.
• Prepare weekly, monthly, ad-hoc reporting and compilation of statistical information as required to support managers with continuous improvement and review of performance e.g. turnover, staff surveys, absence.
• Ensure preparation and submission of statutory reports in a timely and accurate manner e.g. Article 55.

Other HR Duties

• Management of flexible working process, providing support and guidance to managers on legislative requirements.
• Complete an in-depth review of HR policies, procedures, and systems to ensure they are up to date and in line with legislation and best practice.
• Play an active role in the delivery of continuous improvement by identifying ways to reduce costs and improve standards ensuring stakeholder engagement throughout.
• Report against key performance indicators to measure the effectiveness of the HR functions and its initiatives upon Wrightbus, implementing appropriate and proportionate corrective actions as and when required.
• Develop a standardised set of processes / systems / databases to be used across the HR function. Regularly review to ensure consistent application.
• Undertake audits or process reviews to ensure that HR processes are being implemented properly.
• Develop standard operating procedures for HR tasks.
• Ensure Annual Appraisal including Goals and Objectives documentation is received from all staff.
• Lead and manage various HR projects in line with HR strategy.
• Undertake all duties in line with General Data Protection and maintain utmost level of confidentiality.
• Ensure work is completed to meet the requirements of the ISO 9001 standard.

Job Type: Full-time

Work Location: One location

Reference ID: DEC1022A

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