Vacancy: HR Business Partner - TUPE
Location: Home Based - with regular travel across the UK (Reporting office can be either Eastleigh or Surbiton)
Salary: £50,000 plus car allowance
Working Hours: Monday to Friday, 09:00 - 17:00
Benefits: Car Allowance, Private Healthcare, 25 days holidays + Bank holidays, Health Cash Plan, Discount Shopping, Gym, Days Out, Learning & Development opportunities, Paid Volunteering Days, plus many more.
About EMCOR UK:
At EMCOR UK, we revolutionise facilities management by combining our engineering heritage and innovation capability. We prioritise people in everything we do, collaborating closely with our customers to understand all their needs, from the big picture to day-to-day operations. Our purpose is to “create a better world at work”. Using our unique insight platform, "One Data World," we harness data-driven intelligence to make informed decisions, adapting our services to meet our customers’ evolving requirements. This allows us to cultivate an enhanced workplace experience for their teams whilst optimising efficiency, meticulously managing every asset, and minimising their impact on the planet. All supported by our commitment to safety, compliance, and assurance. Our partnering approach empowers our customers to shape a better future. Whether guiding their path to net zero or redeveloping their facilities for enhanced efficiency, we create better places for work whilst taking away the burden of facility operations, freeing up our customers to concentrate on their business.
TUPE Specialist
- To provide leadership and advice to the business and managers about all aspect of the TUPE process, providing both hands on and advisory support.
- To represent the HR function in any Business Development and Mobilisation meetings regarding potential and actual transfers.
- To form HR teams appropriate to each transfer to undertake due diligence/1:1s etc
- Overseeing the HR components of TUPE to ensure appropriate cost analysis and HR risk management is taken into account and briefed to all the key stakeholders
- Working as an integral part of the HR team throughout the change programme
- Ensure the entire transfer-in process will be run smoothly and effectively (from planning, negotiation, employee consultation to on-boarding).
- To draw up a detailed plan of the TUPE process with milestones and timescales
- To liaise with experts in legal, finance, pensions/life assurance and procurement fields on the TUPE process ensuring the co-ordination of all for a successful transfer of staff.
- To build up and maintain a good working relationship with competitor HR and Ops teams and clients prior to and post transfer
- Attend meetings with competitor HR * Mobilisation teams an client teams, responsible for negotiation and ensure effective communications with the client HR team
- To consult and liaise with the recognised trade union and employee representatives of the Company as necessary and with trade unions subject to recognition as a part of the TUPE process.
- To provide information for internal and external comms
- To support managers and HRBPs/HR Officers in managing and resolving operational issues that arise during and after the TUPE process in relation to the transfer
- Lead on the data collection, due diligence and consultation of a TUPE transfer
- Working with Payroll to ensure all TUPE staff are on correct Payroll and paid on time and accurately
- Advising and supporting managers and staff on all HR issues including reorganisations/change and ER pre- and post-transfer
- Building effective relationships with the business and providing proactive strategic and internal consultant advice
- Responsible for ensuring that our policies and practices are compliant with TUPE and wider employment legislation
HR Operations
- Provide advice to line managers on operational HR issues in order to minimise risk exposure to the Company
- Advise on employment legislation, company personnel policies and procedures to ensure compliance, management of performance and effective employee relations. Keep abreast of current case law, continuously updating practices to retain competitive edge
- Managing disputes, discipline, grievance, redundancy type ‘Case work’.
- Advise on company policies with regard to terms and conditions of employment and monitor operational salary scales to ensure they are in line with company and industry norm
- Participate and contribute to the HR strategies, policies and procedures ensuring that operational requirements are met
- Deal effectively with Employee Relations matters including Trade Union interface
- Monitor and supervise the implementation of operational annual salary reviews
- Liaise with HR Administrative Support Teams and Business Unit Personnel Coordinators to ensure accurate records, documentation and database. Train the relevant staff in the procedures which link into the HR Shared Service Centre
- Support the development of HR IMS documentation and processes, continually driving for improvement and efficiency and effecting necessary changes
Organisational Development
- Acting as a true HR Business Partner, fully understanding contract/business unit activities, drivers and needs. Analyse organisational and employee trends to identify appropriate cost-effective
- HR programmes and interventions that improve business unit performance as required. These would typically include: -
- Employee recognition and reward schemes
- Employee communications as demanded by business unit needs
- Employee satisfaction monitoring and improvement
- Improving client interface by developing employee / client solutions
- Develop strong working relationships within the internal client group senior management teams and provide sound information and expert advice on all matters relating to organisational effectiveness, employee resourcing and engagement
- Raise the quality of the people management processes and work towards increasing the value of Human Capital deployed in the business unit, driving up employee productivity and effectiveness
- Balancing business requirements with employee needs, often managing complex and difficult people situations, driving initiatives over the line and working with senior operational staff to resolve business unit challenges
- Coordination and encouraging completion of annual appraisals for the allocated internal client groups ensuring that line managers properly conduct the appraisal process in accordance with company policy and business unit requirements
- Ensuring that business units have adequate management resource through the development of Succession Plans including conducting gap analysis on individual skill and competency levels against business unit and company requirements
- Work closely with the members of the HR Shared Service Centre and Payroll teams to develop an integrated and comprehensive HR service to the operational and functional line management, provide professional support & back up to the HRSSC by feeding relevant information on issues and developments occurring in the business unit
- Any other initiatives or HR or business-related projects as reasonably requested by the Divisional/Functional Heads or Executive Leadership Team and HR Director