Main Responsibilities:• Position the role of HR Business Partner as an integral part of the client management team by developing proactive/effective working relationships; influencing/challenging SMG on their decisions in order to achieve the business area and HR strategies.• Equip key clients with appropriate tools and knowledge to effectively manage their people in line with their people plans eg. performance management, absence management, career development/management.• Contribute to the research, design and development of HR initiatives in support of the HR strategy, using expert knowledge of the client area.• Provide both transformational advice on change management initiatives, organisational/departmental restructures, job role design, outsourcing/TUPE transfers and redundancy situations in order to improve cost and efficiency. Clarify accountabilities and empower delivery of client’s objectives/deliverables.• Work in partnership with senior management, manage employee relation issues including the ongoing relations with the trade union at a macro level. Build management responsibility and capability for managing ER issues (where appropriate) and improve the effectiveness of consultation.• Contribute to the development of the wider HR strategy and work closely with the senior HR Management team to ensure a cohesive and collaborative approach to service; proactively work with the wider HR team to facilitate a seamless HR service to the business ensuring SLAs are monitored and measured and any improvements to service required can be made.• Identify short, medium and long term resourcing requirements and work with the client on recruitment and retention strategies; conduct needs analyses to understand current and future

Duties involved:• Building people capability and leadership competencies locally utilising central methods and core models. • Developing and implementing local resourcing plans that met future business needs.• Working with Business Managers to develop capability, coaching and mentoring as and when appropriate, and facilitate leadership teams to enable individual and team development focused on delivery. • Providing efficient and effective HR services, generally in conjunction with the specialist services teams. • Managing relationships with key internal and external stakeholders on a day to day basis i.e. Employment Lawyers and Conflict Management Investigators.• Providing consistent and clear advice on the full range of employment policies to people managers and employees.• Supporting and monitoring the management of complex people management cases. • Providing staff with quality, consistent and clear advice/support on the application of LU employment policies, including poor performance, conduct, discipline, grievance and attendance.• Managing all cases from an end to end perspective in a timely/professional manner including the management of Employment Tribunal Cases.• Providing business areas with HR management information in relation to cases in their specific areas.• Where applicable, attending home visits with the line manager.• Managing the delivery of ad hoc projects to advance the efficiency and effectiveness of People Management Advice.• Supporting the identification of knowledge gaps and training needs for people managers in conjunction with Learning & Development.• Ensuring all corporate policies, standards and agreed people management processes were adhered to by all staff, rectifying any non-conformances as appropriate.• Contributing towards the People Management Advice delivery strategy, with a view to identifying means of improving performance.

Duties involved:• Project managing the mentoring and diversity competence programmes • Managing the contractors and ensuring the Mentoring Programme is developed and delivered efficiently to staff across TfL• Liaising with L&D to ensure that the programmes are co-ordinated with other initiatives and that materials are fit for purpose • Developing appropriate training and development programmes for all those involved in the programme particularly mentors/mentees and implementing a programme for matching the of individuals• Liaising with other appropriate organisations/individuals internally and externally for the further development of both programmes • Managing the communications for both the TfL Mentoring Programme and Surface Transport MDCP by writing reports, newsletters, intranet material and carrying out presentations• Ensuring the programme reviews are undertaken, adjustments are made and results are reported to relevant bodies • Reviewing and maintaining the mentoring training pack and appropriate training materials in conjunction with L&D and other appropriate partners including personal learning logs, meeting logs Act as administrator for the mentoring co-ordinating group, taking minutes and following up actions as appropriate. • Ensuring up to date records are produced and kept on the Mentoring Programme and information provided to the Stakeholders • Developing and leading the support framework of the mentoring programme • Co-ordinating the completion of the mentoring dynamic survey in conjunction with Clutterbuck Associates• Budget management of both programmes

Duties involved:• Management of all the operations of the 24 x 7 Call Centre (headcount of 140 FTE) adopting TfL and Call Centre best practice and contributing to the strategies of the organisation. • Successful management of £4 million budget and dealing with issues that arose.• Ensuring that the Call centre met its targets, set both internally and by external agencies, and that the environment was both customer-focused and business led. • Monitoring the performance of all Call Centre staff ensuring quality standards were met.• Ensuring the Journey Planner Knowledge Base was fit for purpose and delivered the TICCs requirements