• Role - Human Resources Business Partner Maternity Cover 
• 12 month contract 
• Newcastle based (Hybrid working option) with some occassionnal travel to Stirling.
• Grade E
• Salary £50,000 - £55,000

The Regional HR Manager will work closely with the RFM HR Director to support the leadership of the RFM HR team and drive the effective delivery of a forward-thinking and proactive HR service to all RFM stakeholders.

Partnering with business leaders across RFM, the Regional HR Manager will lead on the execution of people strategies by translating the strategy into meaningful and actionable regional people plans, ensuring business goals and metrics are met, and driving a high-performance culture through coaching and stakeholder engagement with people leaders. The Regional HR Manager will lead, coach and develop a team of HR & Recruitment Advisors and an Administration team to ensure they are performing at the highest level, meeting the business needs in a rapidly changing and demanding environment. A technical expert in Employee Relations, a key focus of the role with be all areas of employment law.

The Regional HR Manager will foster meaningful relationships that create opportunities to promote HR and the services provided, both internally and externally. The HR services include attraction, recruitment, talent management, employee relations and organisational change.

The Regional HR Manager will deputise for the RFM HR Director, supporting and managing the team on a day-to-day basis.

Business Partnering

• Work in partnership and build effective relationships with business leaders and key stakeholders in order to ensure the delivery of a robust end-to-end HR service and support the execution of the Robertson People Strategy.
• Work closely and influence stakeholders within the relevant business regions, developing close professional relationships in order to support the region to achieve their strategic goals.
• Ensure that business and people leaders have the tools and support to appropriately manage people and achieve operational effectiveness.
• Play an active role in offering value-add and commercially astute advice to senior stakeholders and Business Leaders across a range of matters.
• Shape and drive employee engagement and employee voice agenda, working with business stakeholders to identify and implement steps to enhance employee satisfaction and the employer value proposition.

Employee Relations

• Lead and drive the execution of Employee Relations activity in your regions, ensuring that stakeholders, People Leaders and HR Advisors are aligned and have a clear sense of direction and ownership.
• Act as a recognised expert in employment law, monitoring trends in employment practice and law to advise on appropriate proactive action, reduce legal risks and ensure regulatory compliance
• Lead the business in the execution of TUPE programmes, including preparation, consultation and ensuring the relevant legislation is complied with, both at bid stage and throughout the process. Work with trade unions and contract partners as appropriate at all stages of the process.
• Design and implement change and transformation programmes across the business, including organisational restructures, TUPE and redundancy.
• Empower the HR advisors in providing strong Employee Relations advice and managing cases appropriately, supporting and coaching as appropriate and acting as a key point of escalation and decision making.
• Support and guide HR Advisors in managing sensitive and confidential issues such as attendance review meetings, performance management, grievance, disciplinary, restructures and redundancies, in accordance with both policies and procedures and best practice.
• Establish and maintain positive working relationships with Trade Unions and employee representatives on key people matters.

Talent Management and Succession Planning

• Lead in driving talent management activity in the relevant regions, ensuring that senior stakeholders, People Leaders and HR Advisors are aligned and able to execute talent plans, and ensuring robust succession plans across the region, mitigating leadership risk.
• Interrogate people data to identify the key drivers of attraction, engagement and retention. Act as the project owner of key initiatives that drive lasting change and elevate the employee experience, ensuring our people feel valued.
• Own and drive the RFM People agenda for the region, representing the HR department at relevant business meetings, acting as an advocate for HR best practice and instilling the key principles of the Robertson People Strategy.

Recruitment

• Work with stakeholders and Recruitment Advisors to manage the talent succession pipeline, both with consideration of internal development and strategic external recruitment
• Lead in the development and implementation of resourcing and recruitment strategies to address needs within the region aligned with the Business strategy, undertaking resource/workforce planning with the region, empowering Advisors to partner with regional businesses to provide appropriate support.
• Lead and advise on best recruitment methods for sourcing candidates for key roles.
• Lead and drive robust continuous improvement of the recruitment process, tools and methods via monitoring and evaluating KPIs and resourcing metrics, candidate sourcing analyses, competitor analyses, sourcing up to date market intelligence data in order to inform business and resourcing plans
• Work across wider HR teams to develop and embed the Employer Value Proposition and Employer Brand.

General

• Work with the RFM HR Director to support the creation, delivery and monitoring of a local HR plan which underpins the HR strategy and supports the achievement of operational objectives.
• Provide coaching, support and challenge to leaders and managers to help influence the approach to key people matters.
• Capitalise on people data and insights in order to produce reports on a regular basis on such topics as employee engagement, sickness absence, turnover, analysing trends and highlighting improvement opportunities to business
• Lead in driving key HR projects aligned with the People Strategy and RFM People Plan including a diversity and inclusion strategy.
• Work in collaboration with other key HR colleagues in order to review, influence and shape HR policy ensuring this is up to date and reflective of employment law and current trends.
• Support RFM with business development through leading on the accurate and timely provision of the People aspects for bids and tenders; management of employment risks; all aspects of mobilisation/demobilisation and any client engagement as appropriate.
• Work closely and collaboratively with Robertson Group HR team to support and influence people activities across the employee life cycle e.g. strategic resource planning, the annual performance management cycle, salary review, promotions process, talent management, succession planning.
• Act as a key contributor within the HR leadership team, leading and contributing expertise to key projects and providing direction on strategy and operational plans to colleagues

The Robertson Way reflects how our strong principles have helped us grow into the thriving, modern organisation we are today. It encompasses our defined organisational purpose, vision and five principles that act as our shared values. We have five guiding principles which are the touchstone for how each of us goes about our business every day.

The postholder will always be expected to demonstrate behaviours aligned to our principles. Working the Robertson Way sets out the types of behaviours that bring our principles to life and are key to our success as a business and as individuals.

We listen.

Listening enables us to work positively and collaboratively, and gives customers, partners and colleagues the assurance that their voices are always heard.

We are professional

Our mix of prudence and diligence, care and attention to detail means that our customers have certainty and assurance in everything we do and trust us to deliver.

We take responsibility

Each of us is accountable for what we do. From the smallest detail to team safety and caring for our communities and the environment, we know that everything matters.

We are determined to succeed

Every challenge is an opportunity. We work collaboratively and focus on safety, productivity and quality to find solutions we can be proud of and that provide a positive, lasting benefit.

We are one team

We work as one - in our teams and partnerships, and with our customers. We respect each contribution, and everyone stands up to be counted. We are Team Robertson.

INDAR