Job Summary

As People Projects Business Partner, you will have a responsibility leading, coordinating and delivering People related Projects and change initiatives across the business, with a specific business partnering focus on our Volume Claims and Onboarding teams. The PPBP will lead on all relevant Project work streams which will include areas such as change management, workforce planning and reward.

Working closely with the Senior HR Operations Manager, the PPBP will work closely with other HR team colleagues whilst also working closely with wider business stakeholders such as the Senior Management team and wider leadership team.

Core Responsibilities

Business Partnering and Project Alignment

• Act as the primary Projects Partner to Volume Claims and Onboarding (Small claims and Fast Track), building strong relationships with the leadership team

• Act as partner to wider business leaders to drive a positive colleague experience and organisational culture, ensuring alignment with business goals

• Develop a thorough understanding of the operational, cultural and people challenges in your business area to support with both BAU and people specific interventions and projects.

• Work with the Senior HR Operations Manager to identify People priorities arising from business and departmental plans, translating strategic aims into structured, deliverable project plans.

• Act as a trusted advisor to leaders across the business on people change, project implications and workforce impact.

• Work closely with the CEBP to ensure they’re aware of support which is being provided through the HR Advisor and/ or HR Assistants

People Project Leadership and Delivery

• Own and lead the end-to-end delivery of people projects, from scoping and planning through to implementation, embedding and review.

• Own and manage multiple workstreams simultaneously, ensuring clear milestones, dependencies, risks and outcomes are defined and tracked.

• Be an advocate for and support leaders with the delivery of people projects across the business including talent management, organisation design, succession and workforce planning discussions, reward, bonus and benchmarking and annual people cycles.

• Coordinate and manage HR Project documentation, ensuring information is accurate, accessible, and compliant with all legislative requirements

• Champion diversity, inclusion, and belonging initiatives, ensuring that employee experience reflects a commitment to an inclusive workplace

• Delivery of key People initiatives across the Employee Experience Spectrum, and wider for Volume Claims and Onboarding

Change Management and Transformation

• Support the Senior HR Operations Manager with Change Management initiatives.

• Lead on People change management projects, supporting leaders and teams through structural, operational or behavioural change.

• Apply structured change management approaches to ensure colleague understanding, engagement and adoption.

• Partner with the CEBP to ensure change initiatives align with broader employee experience principles to minimise any negative impact on engagement.

• Provide guidance to leaders on leading teams through change confidently and effectively.

Reward, Benchmarking and Annual Cycles

• Lead on external and internal benchmarking activity for Minster, utilising our external provider when applicable to maintain market alignment.

• Coordinate and deliver annual Bonus process where applicable for all colleagues, Team Leaders and Managers, ensuring accuracy, consistency and compliance.

• Support the Senior HR Manager with Insurance renewals including PMI and GLA

• Ensure reward related projects are clearly communicated and delivered to agreed timelines.

Workforce Planning and Talent

• Lead workforce planning and succession discussions with leaders, ensuring future capability and capacity requirements are identified and addressed.

• Use data and insights to inform decisions around structure, resourcing and talent pipelines.

• Support leaders in translating workforce plans into actionable recruitment development or change initiatives.

Engagement and Feedback

• Work with CEBP on the H1 and H2 colleague engagement survey to ensure results are translated into actions across the business Volume Claims and Onboarding

• Use survey outcomes and other feedback mechanisms to tailor improvements in employee experience across Volume Claims and Onboarding

• Drive employee experience initiatives for Volume Claims and Onboarding which are being led by the CEBP

• Feed into a review of Employee experience, taking into account the full employee lifecycle from onboarding to end of employment

Data, Insight and Governance

• Work closely with the HR Data and Management Information Analyst to actively collect, analyse and use People data to advise and shape individual, team or departmental decisions in line with current best practice

• Use data to shape project design, monitor progress and evaluate impact.

Collaboration, Capability and Training

• Work with the CEBP to ensure clarity of ownership between project delivery and experience-led initiatives.

• Working closely with the wider People team to ensure services are delivered in line with agreed SLA’s and KPI’s

• Develop and deliver training for colleagues impacted by new initiatives, HR Processes and policies

• Deliver management training on HR policies and procedures to ensure that leaders are able to act independently

Employee Relations, Policy and Compliance

• Lead and manage ER cases which are highly complex, ensuring fair, consistent and legally compliant outcomes.

• Provide coaching and support to wider People Team colleagues and Managers across the business on complex employee relations cases

• Work with CEBP to review and update current policies and procedures and develop new policies in line with relevant legislation

Payroll and Operational Delivery

• Ensure that Payroll is delivered accurately and efficiently each month, working with relevant stakeholders to resolve issues promptly.

• Complete monthly payroll audits, identifying root causes of errors and implementing corrective actions.

Please note this role profile is not an exhaustive list and the PPBP will have other roles and responsibilities which aren’t listed.

Person Specification

Essential

• CIPD Level 5 qualified and/ or significant relevant experience with demonstrable exposure to people projects and change delivery.

• Proven experience of delivering complex HR or People Projects within a fast paced or operational environment.

• Strong ability to translate team/ departmental plans into People initiatives within a fast paced operational environment

• Experience of workforce planning, reward activity, benchmarking or annual HR cycles.

• Confident in collecting, analysing and interpreting HR data to inform project decisions and measure impact.

• Strong commercial awareness and understanding the businesses strategy, financial and commercial objectives

• Sound knowledge of employment legislation and its practical application

• Advanced excel knowledge, ability to do V/XLOOKUP and Pivot tables for data

• Highly organised, resilience and solution-focused with a strong attention to detail and a positive “can-do” attitude

• Excellent communication skills with an ability to work with, understand and adapt your approach appropriately to various stakeholders internally and externally

• Demonstrable experience of coaching, guiding, and developing managers, and colleagues

• Passion for developing, stretching yourself and developing your career at Minster Law

• Being honest, trustworthy and reliable, and able to act with integrity

Minster will offer you

• A 35-hour working week, no weekends

• 25 days annual leave with the opportunity to take 12 “time for me” days per year

• The option to purchase 5 additional days annual leave

• A business and colleague performance related bonus

• Pension – matched contribution

• Health cash plan

• Agile working

• Life assurance

• Income protection

• A fantastic, energetic team of career minded colleagues to support your journey with Minster Law

Your KPIs and Objectives will be discussed and agreed with you on a one-to-one basis. You will have regular one-to-one meetings with your line manager to review your performance against these objectives and identify any areas for development and/or required support.

Working Hours

Full time – 35 hours per week