HR Business Partner – Human Resources

BSNI are working with Newry Mourne and Down District Council to recruit a HR Business Partner – Human Resources. This role is temporary.

Employment type
Temporary
Number of people required
1
Target start date
26 May 2026
Duration
30 Weeks
Hours per week
36

Rate
PAYE: £21.24 per hour

Job location
Downshire Civic Centre, Ardglass Road, Downpatrick, Newry, Mourne and Down, BT30 6GQ, United Kingdom

Requirement for additional HRBP support to focus on recruitment activities within the Council

JOB DESCRIPTION

Purpose of post
To provide a confidential, effective employee relations and business partner resource to (an) assigned department(s)/directorate(s) and location(s) across a range of people management and employee relations issues, including recruitment, discipline and grievance; attendance management; dignity at work and capability.
To contribute as an integral member of the HR department to the provision of a modern, professional high quality and responsive HR service to support the corporate and business plans of Newry, Mourne and Down District Council.
Key Duties and responsibilities
1. To provide proactive specialist advice, knowledge and support to managers within an assigned directorate, geographical or other area in relation to the effective application of HR policies, procedures, terms and conditions across a range of national agreements, employment law and HR best practice.
2. To provide generalist HR advice to managers on the interpretation and application of HR policies and procedures and support the implementation of appropriate procedures and processes, including grievance, discipline, attendance management, dignity at work and capability.
3. To ensure co-ordination and consistency of advice between all HR business partners through regular liaison and exchange of ideas and best practice.
4. To ensure effective working relationships with key stakeholders such as directors, managers and representative bodies.
5. To promote equality and diversity within the council and particularly, in the posts assigned area(s) by adhering to the councils equal opportunity policies and procedures and by ensuring that allocated targets to reduce inequalities and promote good relations are achieved.
6. To develop and implement HR solutions through early intervention and prevention drawing on the benefits of engagement, communication, mediation and other solutions to reach the best outcome; ensuring compliance and the risk to the council is managed and mitigated.
7. To act as counter signatory for the completion of criminal checks by applying for and receiving disclosure certificates through AccessNI, ensuring that access to Disclosure and the information they contain is managed in accordance with AccessNI guidelines.
8. To ensure the central co-ordination and management of all employee relations cases both internal and external to the organisation, including confidential recording and archiving and the retention of full case notes.

JOB DESCRIPTION
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9. To participate in consultation and negotiation through the local joint consultative mechanisms with management and the trade unions on the resolution of employee relations issues; HR policies, procedures, and guidelines as required.
10. To provide regular or ad hoc HR reports for senior management, committees and council as required.
11. To provide cover on a rotational basis for the HR Manager, assuming certain responsibilities in their absence to ensure continuity of service to Departments and Directorates.
12. To assist the Learning & Development Manager in the development and delivery of co-ordinated HR learning and development interventions to line management, on delegated core people management functions including discipline and grievance, harassment and bullying and attendance management.
13. To advise and support individual managers in conjunction with Occupational Health to reduce sickness absence and put in place support mechanisms to expedite the timely return of staff to work, supporting attendance management case conferences as required.
14. To monitor and report on the attendance management process for the designated area(s) and proactively support managers in dealing with long-term and short-term absence issues appropriately.
15. To prepare responses to Freedom of Information and Data Protection requests, Ministerial, Parliamentary or NI Assembly questions; liaising with internal and external stakeholders as required.
16. To ensure the timely and effective production of information from the Departments integrated management information systems as required.
17. To manage case file notes and associated materials with the appropriate discretion and confidentiality at all times and in accordance with data protection requirements.
18. To assist the HR Manager with employee resourcing activity as and when required; taking the lead in organising and chairing selection panels, identifying selection methods and advising on current employment legislation and codes of practice.
19. To support managers in undertaking investigations and chairing hearings in HR matters as appropriate (e.g. discipline, grievance & harassment) and provide written records of proceedings, to ensure compliance with the relevant legislation; as and when required.
20. To ensure the accurate and timely preparation of responses and discovery for Fair Employment and Industrial Tribunal proceedings, including preparing documentation, assisting legal advisers and represent the Council at Employment Tribunals and Court proceedings as required.
21. To oversee the implementation of employee induction in the posts assigned area(s) to effectively and efficiently incorporate new starts and staff promotions and movements as required.

JOB DESCRIPTION
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General duties and responsibilities
22. To provide a seamless, confidential service for customers including directing and signposting senior managers and officers to the appropriate source for issues outside the remit of this post. This may include carrying out duties for other posts within the HR department, providing cover for service areas other than that initially assigned.
23. To participate in staff training and development activities to update and enhance knowledge, skills and competence required to fulfil the role in full.
24. To contribute to corporate, departmental and regional working groups as required.
25. To maintain an up-to-date knowledge of developments across a broad range of HR-related activity to include changes to regulations, legislation; relevant case law and national/local terms and conditions of employment.
26. To contribute as required to the preparation of the HR Strategy, business plan and associated action plans
27. To assist as required in the preparation of effective risk management and business continuity plans and procedures for the Human Resources Department
28. To authorise the purchase of goods and/or services in accordance with the Councils procurement policy.
29. To undertake HR-related project work as directed by the Assistant Director Human Resources using the principles of good project management.
30. To be responsible for promoting, upholding and implementing all council policies, plans and procedures and those relating to legal requirements such as equality, health and safety, data protection and freedom of information, etc.
31. To undertake such other duties which may be assigned to meet organisational need and the change agenda and which are reasonably regarded as within the nature of the duties, responsibilities and grade of the post as defined.
The list of duties / responsibilities must not be considered comprehensive or exhaustive. They are simply a summary of the main duties / responsibilities that the post holder will be required to undertake. No Job Description can cover every issue that may arise within the post at various times and the post holder is expected to carry out other duties from time to time which are broadly consistent with those in this Job Description.

For more information contact Jessica or Debbie on 02895219313

BSNI are an acting recruitment agency.