Tupe Consultant

An exciting opportunity has arisen for a HR Business Integration Consultant to join a busy and established team.

The role of the Business Integration Consultant is varied; from providing proactive and practical advice and guidance to customers and internal sales teams on TUPE and the Acquired Rights Directive, through to successfully managing the HR workstream activities when we win or lose a piece of business.

As a Business Integration Consultant, your involvement starts in the sales process.

You will play a key role in compiling responses to formal bids, presenting our people transfer approach, negotiating contract schedules as well as identifying the people costs, risks and dependencies associated with the IT service solution we are providing to customers.

Role Responsibility
HR Strategy
Ensure service propositions accurate reflect Company HR policy and procedure
Continually review people transfer processes and procedures to ensure they reflect current legislation and provide us with competitive advantage in the marketplace

Team Leadership
Lead, direct and motivate members of each transition project team to achieve the successful transition and integration of employees
Collaborate with internal HR teams to provide an integrated and timely service to the business and key stakeholders
Internal Activity
Assist and work closely with Sales Teams in defining the people solution associated with a new business opportunity, attending Opportunity & Commercial Bid Reviews as required
Assist Service Designers in identifying and establishing the people costs relating to service proposals and solutions, building in valid assumptions if needed
Conduct due diligence of employment liabilities – identifying risk and making recommendations to mitigate exposure if needed
Liaise with internal Legal Advisors to ensure service contracts accurately reflect specific provisions related to transfer scenarios (including drafting of warranty & indemnity clauses as may be required), explaining them to customers and external Legal Advisors if needed
Ensure effective engagement of ER Consultant with regard to employee relations and trade union issues
Compilation of sales and marketing documentation specific to each new business opportunity, that sets out our approach to the transition of employees, highlighting points that give is competitive advantage
Review all completed transfers at a strategic level, feeding findings back to HR and the business where appropriate
Ensure effective working relationships are developed and maintained with the HR, Sales and Delivery Teams

External Activity
Ability to communicate and present to clients, our capability to successfully transfer people though formal presentations and in workshop or competitive dialogue sessions
Develop and maintain effective working relationships with customers through meaningful and open communication, acting as a trusted advisor on issues relating to the transfer of people
Consistently apply people methodology to each transition, ensuring compliance with the relevant transfer regulations and our obligations under legislation
Liaise with benefit providers to ensure correct and accurate replication of employment benefits including pension solutions
Liaise with external legal advisors if necessary, to ensure any advice or clarification required by the business accurately reflects current employment legislation and case law
Lead the communication and consultation activities with transferring employees in a clear and open way, adapting methods and style of communication to suit the audience and situation
Compile progress reports for submission into the transition team, detailing activities completed and any issues, risks or dependencies in relation to the HR work stream
Develop the position of an established and trusted partner with all areas of the business
Keep up to date with changes in HR legislation, specifically TUPE regulations and the Acquired Rights Directive, and changes in the commercial environment – taking the appropriate steps to adapt the HR service to suit these

Desired Skills and Experience

Advanced academic background, preferably to good degree level or equivalent
Demonstrable experience of operating as a HR professional in a fast moving, challenging commercial environment
Graduate of CIPD or equivalent experience
Financially literate
Broad understanding of pensions provision and actuarial responsibilities
Team player with collaborative and supportive style
Ability to effectively communicate and influence at a senior level
Proven commercial acumen
Accustomed to offering creative solutions to HR problems
Confidentiality in all business/HR related matters
Ability to motivate and manage small virtual teams
Highly effective communication skills
Knowledge of TUPE legislation and recent case law updates

Desirable
Post graduate diploma in Personnel Management
Previous line management experience
Exposure to the drafting of commercial service contracts
Experience of working through complex employee relation issues in a unionised environment
Experience of working on global people transfers