Job details
Be part of something great Maximus is a global organisation that specialises in providing health and employment services to millions of people every year. Here in the UK we employ around 5,000 people across the country to deliver services that have a profound impact on people’s lives. From assessments and health services to employability programmes and specialist support, we do work that matters with people who care. Job Summary The role of HRBP is to support the business and be a trusted partner with key stakeholders. The Assessments division is going through change as the current contract it delivers transitions to a new contract in September 2024. The role will support the operational business and work closely with the Senior Operations Leadership Team and operational managers to drive improvements in colleague engagement, manager capability, improve key people metrics and deliver HR projects which support the overall business objectives. Salary £50,000 - £57,750 Due to the delivery area of the service, we are particularly interested in receiving applications from candidates based in the North of England and Scotland. Benefits include:
- 25 days annual leave
- PMI
- Flexible benefits package
- Holiday trade scheme
- 9% combined pension
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Here in the UK we employ around 5,000 people across the country to deliver services that have a profound impact on people’s lives. From assessments and health services to employability programmes and specialist support, we do work that matters with people who care. </p><p></p><p><b> Job Summary </b></p><p></p><p> The role of HRBP is to support the business and be a trusted partner with key stakeholders. The Assessments division is going through change as the current contract it delivers transitions to a new contract in September 2024. The role will support the operational business and work closely with the Senior Operations Leadership Team and operational managers to drive improvements in colleague engagement, manager capability, improve key people metrics and deliver HR projects which support the overall business objectives. </p><p></p><p><b> Salary </b></p><p><b>£50,000 - £57,750</b></p><p></p><p><b> Due to the delivery area of the service, we are particularly interested in receiving applications from candidates based in the North of England and Scotland. </b></p><p></p><p><b> Benefits include: </b></p><ul><li>25 days annual leave </li><li> PMI </li><li> Flexible benefits package </li><li> Holiday trade scheme </li><li>9% combined pension </li></ul><p></p><p> The role will work closely with our outsourced HR Advisory service - who provide first line ER case advice & legal partner to ensure we drive consistency and ensure ER cases are effectively managed. </p><p></p><p> Key objectives of the role are to drive improvements in engagement, manager capability, reduce attrition and case duration and ensure we develop an inclusive, effective, highly motivated and high performing workforce. As well as working closely with operations to manage resource. </p><p></p><p> The role will work closely with centralised MAXIMUS HR functions -Recruitment, T&D, Engagement, Compensation and Benefits and HRBP colleagues in other divisions of Maximus UK. </p><p></p><p> Support the delivery of culture and change initiatives. </p><p></p><p> Work closely and support the FAS Implementation team - people workstream, support consultation processes. </p><p></p><p><b> Key Responsibilities </b></p><p></p><p>* Working with senior management to ensure effective people planning, building a workforce with the structure and skills to achieve business objectives, including developing (formal / informal) business cases to propose changes to current ways of working. </p><p>* early conciliation, and tribunal cases where required </p><p>* To lead on key organisational change projects including organisational / process design, risk management and employee consultation </p><p>* To support as a subject matter expert cross Division / business improvement projects including culture and change initiatives associated with changes in operational / organisational requirements. </p><p>* Accountability for ensuring delivery of annual HR processes including performance management moderation, pay review cycle and engagement survey </p><p>* To understand the business to ensure HR effectively supports operational objectives in areas including improvements in engagement, inclusion, competency, absence and attrition. </p><p></p><p><b> Qualifications and/or Experience </b></p><p></p><p> Essential </p><p>* Ability to act at an operational and strategic thinker level. </p><p>* CIPD qualified - Level 7 ideally </p><p>* Operated at a similar level in a multisite business for a minimum of two years. </p><p>* Excellent working knowledge of employment legislation. </p><p>* Proven experience of working within a changing environment; driving new behaviours & cultural change. </p><p>* Proficient in the use of Microsoft Office applications and HR Systems. </p><p>* Demonstrable experience of supporting HR projects and business partnering senior teams in a fast-paced environment. </p><p>* Experience using data to influence and drive change. </p><p>* Exposure to a contract environment, supporting bids, previous experience managing large scale TUPE transfers and contract mobilisation. </p><p>* Experience of working operationally </p><p></p><p><b> Desirable </b></p><p></p><p>- Experience of both commercial environments and working with partners in NHS/ public sector. </p><p></p><p><b> Individual Competencies </b></p><p>* Ability to build strong stakeholder relationships whilst working remotely. </p><p>* Ability to travel, car owner. </p><p>* Understand and ability to maintain confidentiality. </p><p>* Excellent interpersonal skills. </p><p>* Good spoken and written communication skills. </p><p>* Demonstrates flexibility and adaptability to be successful in changing environment. </p><p>* Ability to influence and negotiate with managers at all levels. </p><p>* Commercially aware. </p><p>* Self-motivated, ability to work pro-actively across multiple business functions, managing workload effectively. </p><p>* Strong multi-tasker, time manager and planner who is able to work well autonomously and as part of a team. </p><p>* Strong analytical skills - ability to interpret and present data to drive improvements across key metrics and objectives. </p><p></p><p> Travel to meetings and sites required throughout the North of England and Scotland. 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Advertisements for posts will include sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. </p><p></p><p> We are a Disability Confident Leader, thanks to our commitment to the recruitment, retention and career development of people with disabilities and long term conditions. The Disability Confident scheme includes a guaranteed interview for any applicant with a disability who meets the minimum requirements for a job. When you complete your job application you will find a question asking you if you would like to apply under the Disability Confident Guaranteed Interview Scheme. If you feel that you have a disability and apply under this scheme, providing that you meet the essential criteria for the job, you will then be invited for interview. Your Guaranteed Interview application will only be shared with the hiring manager and the local resourcing team. 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And, there are no hidden fees or exam charges.<br /> <br /> Furthermore, you can check the validity of your qualification and verify your certification on our website at any time.<br /> <br /> So, why not improve your chances of gaining professional skills and better earning potential by enrolling human resource management course.<br /> <br /> <strong>COURSE CURRICULUM of Human Resource Management Diploma<br /> <br /> Module: 1</strong> <ul> <li> Defining Human Resources</li> <li> Performing a Skills Inventory</li> <li> Forecasting Techniques</li> <li> Job Analysis</li> <li> Identifying Job Competencies</li> <li> Position Profiles and Job Descriptions</li> <li> Do You Really Need to Hire?</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Preparing for the Interview</li> <li> Conducting the Interview</li> <li> After the Interview</li> <li> Employee Orientation and Onboarding</li> <li> Follow the Leader</li> <li> Planning Training</li> <li> Working With External Providers</li> <li> Performance Reviews</li> <li> Attendance Management</li> <li> Managing a Diverse Workforce</li> <li> Privacy Issues</li> <li> Compensation and Benefits</li> <li> Managing Disciplinary Issues</li> <li> Terminating Employees</li> <li> Exit Interviews</li> </ul> <strong>Module: 2</strong> <ul> <li> Defining Accountability</li> <li> Creating an Accountable Organization</li> <li> Setting Goals and Expectations</li> <li> Doing Delegation Right</li> <li> Offering Feedback</li> </ul> <strong>Module : 3</strong> <ul> <li> History of the Interviewing Process</li> <li> The Recruitment and Selection Process</li> <li> Factors in the Hiring Process</li> <li> Cost Analysis</li> <li> Job Analysis and Position Profiles</li> <li> Determining the Skills You Need</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Performance Assessments</li> <li> Problems Recruiters Face</li> <li> Interviewing Barriers</li> <li> Non-Verbal Communication</li> <li> Types of Questions</li> <li> Case Study</li> <li> Traditional vs. Behavioral Interviews</li> <li> Other Types of Questions</li> <li> The Critical Incident Technique</li> <li> Listening for Answers</li> <li> Difficult Applicants</li> <li> Interview Preparation and Format</li> <li> Other Interview Techniques</li> <li> Scoring Responses</li> <li> Checking References</li> <li> Human Rights</li> </ul> <strong>Module: 4</strong> <ul> <li> Building Employee Commitment and Engagement</li> <li> Perception</li> <li> Fast-Track Orientation</li> <li> Designing a Successful Orientation Program</li> <li> The Commitment Curve</li> <li> Nine Orientation Habits of World-Class Employers</li> <li> Obtaining Buy-In</li> <li> Employee Training</li> <li> Adult Learning</li> <li> Creating Employee Manuals</li> </ul> <strong>Module: 5</strong> <ul> <li> Defining Onboarding</li> <li> Creating the Onboarding Steering Team</li> <li> Gathering Supporting Information</li> <li> Developing the Framework</li> <li> Creating an Onboarding Plan</li> <li> Branding the Program</li> <li> Understanding Employee Engagement</li> <li> Fun and Games</li> </ul> <strong>Module: 6</strong> <ul> <li> What Does a Positive Environment Look Like?</li> <li> What Can I Do?</li> <li> Team Player</li> <li> Effective Workplace Relationships (I)</li> <li> Effective Workplace Relationships (II)</li> </ul> <strong>Module: 7</strong> <ul> <li> What is a Peer Review?</li> <li> Initiating the Process</li> <li> The Peer Review Panel</li> <li> Asking Questions</li> <li> The Peer Review Process</li> <li> Panel Walk Through</li> <li> Why Does the Process Fail?</li> </ul> <strong>Module: 8</strong> <ul> <li> Supervising and Motivation</li> <li> Motivational Theories</li> <li> Setting Goals</li> <li> The Role of Values</li> <li> Creating a Motivational Climate</li> <li> Applying Your Skills</li> <li> Designing Motivating Jobs</li> </ul> <strong>Module: 9</strong> <ul> <li> The Shared Management Model</li> <li> Setting Goals</li> <li> Phase I (Preparation)</li> <li> Phase II (Activation)</li> <li> Phase III, Part A (Ongoing Evaluation</li> <li> Phase III, Part B (Formal Evaluation)</li> </ul> <strong>Module: 10</strong> <ul> <li> What is it, and why?</li> <li> What to leave in, what to leave out</li> <li> What's it all about?</li> <li> A Random Sample</li> <li> What to Do When You Make a Mistake</li> <li> Auditing</li> <li> Putting it Together</li> </ul> <strong>Module: 11</strong> <ul> <li> Employees</li> <li> Why does it?</li> <li> Appreciation</li> <li> Laying the Groundwork</li> <li> The Nuts and Bolts</li> <li> Appreciation</li> </ul> <strong>Complete Diploma in Human Resource Management - 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Every institute has a separate human resources (HR) department that deals with human resources such as recruiting, solving problems, management, etc.<br /> <br /> If you want to manage a good human resource management department (HR) or train your employees, then enroll in the Complete Diploma in <strong>Human Resource Management Diploma</strong> course and explore the secret techniques of managing your company's human resources.<br /> <br /> The Complete Diploma In <strong>Human Resource Management Diploma</strong> course teaches you how to create a motivated office environment, the ways of selecting the right and skilled candidate for your organization, the procedures of train your employees, and more.<br /> <br /> <strong>Course Highlights of Human Resource Management Diploma</strong> <ul> <li>The price is for the whole course including the final exam - no hidden fees</li> <li>Accredited Certificate upon successful completion at an additional cost</li> <li>Efficient exam system with instant results</li> <li>Track progress within your own personal learning portal</li> <li>24/7 customer support via live chat</li> </ul> <strong>Human Resource Management Diploma</strong> has been given CPD and IAO accreditation and is one of the best-selling courses available to students valuable course is suitable for anyone interested in working in this sector or who simply wants to learn more about the topic.<br /> <br /> If you're an individual looking to excel within this field then <strong>Human Resource Management Diploma</strong> is for you.<br /> <br /> This <strong>Human Resource Management Diploma </strong>is a comprehensive course. We've broken down this human resource management course into several manageable modules which we believe will assist you to easily grasp each concept - from the fundamental to the most advanced aspects of the course. It really is a sure pathway to success.<br /> <br /> All our courses offer 3 months access and are designed to be studied at your own pace so you can take as much or as little time as you need to complete and gain the full CPD accredited qualification. And, there are no hidden fees or exam charges.<br /> <br /> Furthermore, you can check the validity of your qualification and verify your certification on our website at any time.<br /> <br /> So, why not improve your chances of gaining professional skills and better earning potential by enrolling human resource management course.<br /> <br /> <strong>COURSE CURRICULUM of Human Resource Management Diploma<br /> <br /> Module: 1</strong> <ul> <li> Defining Human Resources</li> <li> Performing a Skills Inventory</li> <li> Forecasting Techniques</li> <li> Job Analysis</li> <li> Identifying Job Competencies</li> <li> Position Profiles and Job Descriptions</li> <li> Do You Really Need to Hire?</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Preparing for the Interview</li> <li> Conducting the Interview</li> <li> After the Interview</li> <li> Employee Orientation and Onboarding</li> <li> Follow the Leader</li> <li> Planning Training</li> <li> Working With External Providers</li> <li> Performance Reviews</li> <li> Attendance Management</li> <li> Managing a Diverse Workforce</li> <li> Privacy Issues</li> <li> Compensation and Benefits</li> <li> Managing Disciplinary Issues</li> <li> Terminating Employees</li> <li> Exit Interviews</li> </ul> <strong>Module: 2</strong> <ul> <li> Defining Accountability</li> <li> Creating an Accountable Organization</li> <li> Setting Goals and Expectations</li> <li> Doing Delegation Right</li> <li> Offering Feedback</li> </ul> <strong>Module : 3</strong> <ul> <li> History of the Interviewing Process</li> <li> The Recruitment and Selection Process</li> <li> Factors in the Hiring Process</li> <li> Cost Analysis</li> <li> Job Analysis and Position Profiles</li> <li> Determining the Skills You Need</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Performance Assessments</li> <li> Problems Recruiters Face</li> <li> Interviewing Barriers</li> <li> Non-Verbal Communication</li> <li> Types of Questions</li> <li> Case Study</li> <li> Traditional vs. Behavioral Interviews</li> <li> Other Types of Questions</li> <li> The Critical Incident Technique</li> <li> Listening for Answers</li> <li> Difficult Applicants</li> <li> Interview Preparation and Format</li> <li> Other Interview Techniques</li> <li> Scoring Responses</li> <li> Checking References</li> <li> Human Rights</li> </ul> <strong>Module: 4</strong> <ul> <li> Building Employee Commitment and Engagement</li> <li> Perception</li> <li> Fast-Track Orientation</li> <li> Designing a Successful Orientation Program</li> <li> The Commitment Curve</li> <li> Nine Orientation Habits of World-Class Employers</li> <li> Obtaining Buy-In</li> <li> Employee Training</li> <li> Adult Learning</li> <li> Creating Employee Manuals</li> </ul> <strong>Module: 5</strong> <ul> <li> Defining Onboarding</li> <li> Creating the Onboarding Steering Team</li> <li> Gathering Supporting Information</li> <li> Developing the Framework</li> <li> Creating an Onboarding Plan</li> <li> Branding the Program</li> <li> Understanding Employee Engagement</li> <li> Fun and Games</li> </ul> <strong>Module: 6</strong> <ul> <li> What Does a Positive Environment Look Like?</li> <li> What Can I Do?</li> <li> Team Player</li> <li> Effective Workplace Relationships (I)</li> <li> Effective Workplace Relationships (II)</li> </ul> <strong>Module: 7</strong> <ul> <li> What is a Peer Review?</li> <li> Initiating the Process</li> <li> The Peer Review Panel</li> <li> Asking Questions</li> <li> The Peer Review Process</li> <li> Panel Walk Through</li> <li> Why Does the Process Fail?</li> </ul> <strong>Module: 8</strong> <ul> <li> Supervising and Motivation</li> <li> Motivational Theories</li> <li> Setting Goals</li> <li> The Role of Values</li> <li> Creating a Motivational Climate</li> <li> Applying Your Skills</li> <li> Designing Motivating Jobs</li> </ul> <strong>Module: 9</strong> <ul> <li> The Shared Management Model</li> <li> Setting Goals</li> <li> Phase I (Preparation)</li> <li> Phase II (Activation)</li> <li> Phase III, Part A (Ongoing Evaluation</li> <li> Phase III, Part B (Formal Evaluation)</li> </ul> <strong>Module: 10</strong> <ul> <li> What is it, and why?</li> <li> What to leave in, what to leave out</li> <li> What's it all about?</li> <li> A Random Sample</li> <li> What to Do When You Make a Mistake</li> <li> Auditing</li> <li> Putting it Together</li> </ul> <strong>Module: 11</strong> <ul> <li> Employees</li> <li> Why does it?</li> <li> Appreciation</li> <li> Laying the Groundwork</li> <li> The Nuts and Bolts</li> <li> Appreciation</li> </ul> <strong>Complete Diploma in Human Resource Management - 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You will gain real-life insight knowledge into the world of people management and culture.<br> <br> You must complete six core modules to be awarded with a qualification that is accredited by the Chartered Institute of Personnel and Development (CIPD), an awarded Chartered status for HR and L&D professionals.<br> <br> <strong>What are the benefits of choosing We-are-HR as your Training Provider?:</strong> <ul> <li>Expert tutors delivery and support</li> <li>Unlimited 1-2-1 Support as we treat every learner as an individual</li> <li>Blended learning</li> <li>Dynamic e-learning platform</li> <li>1-2-1 Career Coaching Session</li> <li>Interest-Free Payment Plan</li> <li>Future Development </li> <li>CV Advice and Support</li> </ul> <br> <br> <strong>The six core unit modules you will learn on the CIPD Level 5 Associate Diploma in People Management are:</strong><br> <strong>Core Modules</strong> <ul> <li><strong>Unit 1: Professional Behaviours and Valuing People - </strong>Learn how to champion inclusive and collaborative strategies, arguing the human and business benefits</li> <li><strong>Unit 2: Organisational Performance and Culture in Practice - </strong>Examine factors and trends that impact business strategy and workforce planning</li> <li><strong>Unit 3: Evidence-Based Practice -</strong> Develop on evidence-based practice, tools and methods to diagnose workplace issues, challenges and opportunities</li> <li><strong>Unit 4: Employment Relationship Management - </strong>Examines approaches, practices and tools used to manage and enhance employee relationships</li> <li><strong>Unit 5: Talent Management and Workforce Planning -</strong> Examine contemporary labour market trends and its significance for workforce planning, and how to be competitive in labour markets</li> <li><strong>Unit 6: Reward for Performance and Contribution -</strong> Learn how internal and external business factors influence reward strategies and policies, financial factors and reward costs</li> </ul> <strong>Optional Modules (choose one)</strong> <ul> <li>Specialist Employment Law</li> <li>Diversity and Inclusion</li> <li>People Management in an International Context</li> <li>Wellbeing at Work</li> <li>Leadership and Management Development</li> <li>Advances in Digital Learning and Development</li> </ul> ', 'outline' => '', 'who_should_take_this_course' => '', 'career_path' => 'HR Manager,Development Manager,Training Manager,Content Manager,Digital Learning Manager,Learner Manager,Organisational Development Manager,L&D Manager', 'eligibility' => 'This associate diploma is for those asipiring to take next steps in career in people practice management. Level 3 CIPD is desired but relevant work experience is considered.', 'school' => 'We-are-HR', 'keywords' => 'HR,Human Resources,CIPD,Level 5,People Management', 'location' => 'United Kingdom', 'duration' => 'Upto 18 Months', 'timing' => 'Weekdays', 'cost' => null, 'discount' => '', 'eligibility_criteria' => '', 'job_matching_keywords' => 'CIPD', 'boosted' => '0', 'lang_code' => 'en', 'status' => 'active', 'auto_translated' => '0', 'objectives' => null, 'photo' => null, 'photo_cta' => null, 'video' => null ), 'Profile' => array() ) ) $job = array( 'Job' => array( 'id' => '43536775', 'contact_id' => '3773199', 'recruiter_id' => '74726', 'job_function_id' => null, 'title' => 'Human Resources Business Partner', 'vacancies' => null, 'job_type_id' => null, 'description' => null, 'pay_status' => 'Free', 'external_job_description' => '<p><b> Be part of something great </b><p></p><p> Maximus is a global organisation that specialises in providing health and employment services to millions of people every year. Here in the UK we employ around 5,000 people across the country to deliver services that have a profound impact on people’s lives. From assessments and health services to employability programmes and specialist support, we do work that matters with people who care. </p><p></p><p><b> Job Summary </b></p><p></p><p> The role of HRBP is to support the business and be a trusted partner with key stakeholders. The Assessments division is going through change as the current contract it delivers transitions to a new contract in September 2024. The role will support the operational business and work closely with the Senior Operations Leadership Team and operational managers to drive improvements in colleague engagement, manager capability, improve key people metrics and deliver HR projects which support the overall business objectives. </p><p></p><p><b> Salary </b></p><p><b>£50,000 - £57,750</b></p><p></p><p><b> Due to the delivery area of the service, we are particularly interested in receiving applications from candidates based in the North of England and Scotland. </b></p><p></p><p><b> Benefits include: </b></p><ul><li>25 days annual leave </li><li> PMI </li><li> Flexible benefits package </li><li> Holiday trade scheme </li><li>9% combined pension </li></ul><p></p><p> The role will work closely with our outsourced HR Advisory service - who provide first line ER case advice & legal partner to ensure we drive consistency and ensure ER cases are effectively managed. </p><p></p><p> Key objectives of the role are to drive improvements in engagement, manager capability, reduce attrition and case duration and ensure we develop an inclusive, effective, highly motivated and high performing workforce. As well as working closely with operations to manage resource. </p><p></p><p> The role will work closely with centralised MAXIMUS HR functions -Recruitment, T&D, Engagement, Compensation and Benefits and HRBP colleagues in other divisions of Maximus UK. </p><p></p><p> Support the delivery of culture and change initiatives. </p><p></p><p> Work closely and support the FAS Implementation team - people workstream, support consultation processes. </p><p></p><p><b> Key Responsibilities </b></p><p></p><p>* Working with senior management to ensure effective people planning, building a workforce with the structure and skills to achieve business objectives, including developing (formal / informal) business cases to propose changes to current ways of working. </p><p>* early conciliation, and tribunal cases where required </p><p>* To lead on key organisational change projects including organisational / process design, risk management and employee consultation </p><p>* To support as a subject matter expert cross Division / business improvement projects including culture and change initiatives associated with changes in operational / organisational requirements. </p><p>* Accountability for ensuring delivery of annual HR processes including performance management moderation, pay review cycle and engagement survey </p><p>* To understand the business to ensure HR effectively supports operational objectives in areas including improvements in engagement, inclusion, competency, absence and attrition. </p><p></p><p><b> Qualifications and/or Experience </b></p><p></p><p> Essential </p><p>* Ability to act at an operational and strategic thinker level. </p><p>* CIPD qualified - Level 7 ideally </p><p>* Operated at a similar level in a multisite business for a minimum of two years. </p><p>* Excellent working knowledge of employment legislation. </p><p>* Proven experience of working within a changing environment; driving new behaviours & cultural change. </p><p>* Proficient in the use of Microsoft Office applications and HR Systems. </p><p>* Demonstrable experience of supporting HR projects and business partnering senior teams in a fast-paced environment. </p><p>* Experience using data to influence and drive change. </p><p>* Exposure to a contract environment, supporting bids, previous experience managing large scale TUPE transfers and contract mobilisation. </p><p>* Experience of working operationally </p><p></p><p><b> Desirable </b></p><p></p><p>- Experience of both commercial environments and working with partners in NHS/ public sector. </p><p></p><p><b> Individual Competencies </b></p><p>* Ability to build strong stakeholder relationships whilst working remotely. </p><p>* Ability to travel, car owner. </p><p>* Understand and ability to maintain confidentiality. </p><p>* Excellent interpersonal skills. </p><p>* Good spoken and written communication skills. </p><p>* Demonstrates flexibility and adaptability to be successful in changing environment. </p><p>* Ability to influence and negotiate with managers at all levels. </p><p>* Commercially aware. </p><p>* Self-motivated, ability to work pro-actively across multiple business functions, managing workload effectively. </p><p>* Strong multi-tasker, time manager and planner who is able to work well autonomously and as part of a team. </p><p>* Strong analytical skills - ability to interpret and present data to drive improvements across key metrics and objectives. </p><p></p><p> Travel to meetings and sites required throughout the North of England and Scotland. Occasional team meetings in London. </p><p></p><p><b> Key Contacts </b></p><p></p><p> Internal </p><p>* Senior operation managers including SLT </p><p>* SME HR teams </p><p>* Central support functions </p><p></p><p> External </p><p></p><p>- External bodies incl Maximus People Manager and various legal contacts. </p><p></p><p><b> EEO Statement </b></p><p> Maximus is committed to developing, maintaining and supporting a culture of diversity, equity and inclusion throughout the recruitment process. We know that feeling included has a dramatic impact on personal wellbeing and are working to ensure that no job applicant receives less favourable treatment due to any personal characteristic. Advertisements for posts will include sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. </p><p></p><p> We are a Disability Confident Leader, thanks to our commitment to the recruitment, retention and career development of people with disabilities and long term conditions. The Disability Confident scheme includes a guaranteed interview for any applicant with a disability who meets the minimum requirements for a job. When you complete your job application you will find a question asking you if you would like to apply under the Disability Confident Guaranteed Interview Scheme. If you feel that you have a disability and apply under this scheme, providing that you meet the essential criteria for the job, you will then be invited for interview. Your Guaranteed Interview application will only be shared with the hiring manager and the local resourcing team. 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Hiring company
Maximus UK
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Human Resources Management Course Brentwood Open Learning CollegeAED 94
AED 1,028Duration: 80 Hours -
Human Resource Management Diploma Alpha AcademyAED 66
AED 1,249Duration: Upto 2 Days -
CIPD Level 5 Organisational L&D We-are-HRAED 9,811Duration: Upto 18 Months Live virtual classroom
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CIPD Level 5 Senior People Management We-are-HRAED 9,440Duration: Upto 18 Months Live virtual classroom
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