Interim HR Business Partner

  • Location

    Sutton, Surrey

  • Sector:


  • Job type:

    Fixed term contract

  • Salary:


  • Contact:

    George Bowman

  • Contact email:

  • Job ref:


  • Published:

    over 1 year ago

  • Duration:

    12 months

  • Expiry date:


  • Startdate:


  • Consultant:


To support the Group Head of HR in meeting the teams KPI's and aligning HR practices with the Company's vision and strategy. Ensuring consistent and efficient delivery of HR initiatives, practices and knowledge to our clients, whilst ensuring Company regulation is met at all times.

Employee Relations

  • Supporting line managers and employees, providing high level advice and guidance to ensure all risk to the business is understood and mitigated with regards to people management, policy and decision making
  • Promoting a positive Employee Relations environment, developing and coaching stakeholders in delivering a legally compliant and consistent best practice approach
  • The ability to develop effective and constructive working relationships with all levels of stakeholders and to influence events, particularly at the senior management level

Performance Management

  • Manage the mid-year and year-end annual performance review processes
  • Provide guidance and training to line managers and employees on the performance management process and manage cases as and when required

Benefits and Compensation

  • Oversight and responsibility for the company benefits process
  • Assist the Group Head of HR in the annual compensation and promotion processes


  • Strong understanding of the organisation's goals to effectively create a training strategy to fit
  • Act as the first point of contact for all training and development requirements and queries within the organisation
  • Gain a full working knowledge of each business unit to work alongside leaders to design effective training programmes
  • Manage the training budget for the organisation and source cost effective solutions
  • Build relationships with external training suppliers


  • Fully manage the talent acquisition and end to end recruitment processes
  • Consistently look for cost savings in the recruitment process, aligning agencies and creating an effective PSL
  • Ensuring strong relationships with our recruitment providers.
  • Raising the standard of talent that is recruited
  • Ensure a low time-to-hire rate
  • Understand the vacancies available and utilise this knowledge to build effective relationships with the business
  • Coach managers on recruitment best practice, including interview training
  • Proactively promote equal opportunity and make managers aware of unconscious bias selection throughout the recruitment process
  • Create a management dashboard each month or as required that is presentable at board level

Talent Management

  • Assist the Head of HR in fostering a High Performance culture based on reward
  • Create and keep up to date succession plans and critical role information
  • Lead 9 box grid talent mapping exercises annually or as required
  • Keep close to the business to be aware of poor/inconsistent performers early on and proactively manage
  • Coach managers on providing feedback, fostering an open and honest communication platform

Business led reporting

  • Create a management dashboard each month or as required that is presentable at board level
  • Ensure the integrity of data, up-to-date and accurate
  • Constantly think of new ways to obtain and provide measurable data that can be reported at ExCo/board level

Policy Management

  • Responsible for the review and implementation of HR Policies and Procedures
  • Ensure policies are reviewed annually and updated as and when new regulatory and statutory changes are in effect


  • Oversight and responsibility for the monthly payroll process
  • Ensuring any errors are spotted and rectified, implementing new processes where required to mitigate similar errors happening again
  • Pre-empts any possible failures in current process and strengthens areas of process weakness


To manage and be responsible for all end-to-end regulation that falls in the HR remit. Including, but not limited to; SMCR and GDPR:

  • Work collaboratively and update Compliance in a timely manner with the required SMCR information to be sent to the regulator
  • Update the remuneration code staff list as and when changes are required
  • Work with Compliance and Legal to keep all the SMCR and GDPR documents up to date
  • Lead the annual and bi-annual vetting checks for the SMF and Certified (CR) population.
  • Work with Compliance to ensure all CR staff complete the annual certification process under SMCR
  • Carry out 1-2-1 meetings for SMF under SMCR
  • Ensure all fitness and priority checks are completed within set deadlines
  • Ensure all SMCR and GDPR practices are embedded in the HR Processes.

Ad-hoc project management and support as and when required.

The SR Group (UK) Limited is acting as an Employment Agency in relation to this vacancy.