Lead People & OD Business Partner
University of GlasgowPeople & Organisational Development Business Partner – Grade 7
Context
The Strategic Business Partnering function is a key part of the overall People and Organisational Development Directorate. It consists of five teams embedded in the four Colleges and University Services (US). The Business Partners are assigned to one of these teams and within these will have a number of primary units (Schools or University Services Directorates) to support. They contribute to both the College/US wider P&OD work plan and may be involved in projects in other Colleges or across the University. As the University prepares for a period of change, we are looking to boost our Business Partner community across the full range of strategic people activities.
Job Purpose
The People & Organisational Development Business Partner will provide advice and support for a range of People & OD services for the designated College/University Services. The role will develop and maintain effective client relationships and service delivery partnerships across the College / University Services, with P&OD colleagues and the wider University community.
Main Duties and Responsibilities
Work with leaders and managers to support the delivery of the people agenda, providing professional, high-quality advice, support and coaching to enable effective decision-making and influencing the delivery of local ‘people’ related initiatives.
Identify, propose and implement people solutions, working in collaboration with senior P&OD colleagues to include organisational design and development, workforce planning and talent management initiatives, to enable the achievement of strategic objectives at a College/University Services and institutional level, creating and providing effective management oversight of an action plan(s) to deliver those solutions.
Lead the people workstreams for change initiatives, defining appropriate actions and end-to-end management of their implementation, encompassing planning, engagement and effective communications through to delivery and coordinating related P&OD activities/resources as required. Seek input from senior P&OD colleagues in relation to more complex, unusual situations to ensure risks are appropriately identified and managed.
Prepare and present People Data and relevant KPIs drawing on support from the P&OD Systems team, to ensure managers are aware of the key people metrics and understand how to interpret and respond to them, driving a culture of continuous improvement.
Provide advice and guidance on complex people issues having undertaken due analysis of risk and return on investment against desired result/outcomes, working in partnership with the Centres of Expertise such as Performance and Reward and the Employee Relations Hub.
Participate in recruitment, selection and job evaluation/matching processes, providing advice to managers on job design, work analysis and organisational structure, assessing and determining appropriate role grading, ensuring the objectivity, transparency, and integrity of the University grading structure in accordance with equal pay principles. Promote fair and robust selection processes enhancing the candidate experience and ensuring the University is presented positively to prospective colleagues.
Work with local managers and senior members of P&OD, to support the delivery and application in relevant College/US and of wider University procedures such as Performance & Development Review, Job Evaluation, Rewarding Contribution, Academic Promotion & Zone Movement. Ensure these are positively deployed in alignment with strategic people plans within the College/University Services and actively participate in P&OD policy development, its implementation and consistent application.
Contribute to the University’s diversity and inclusion agenda throughout the College/US, supporting Athena Swan and other related initiatives as appropriate.
Liaise with Shared Services Colleagues to ensure line managers are appropriately advised in relation to contractual arrangements in line with local business needs and University policy for contract extensions/fixed term funding/funding end date cases. Monitor the use of the University’s Extended Workforce, providing guidance to services on applicability.
Network effectively across the College and wider University, strengthening communication channels across the College business partnering team and the wider P&OD community. Actively engage with and ensure client groups are kept appraised of policy and procedural changes and facilitate their effective engagement with P&OD initiatives.
Develop and drive initiatives to build upon colleague engagement activities within the College/University Services, thereby enhancing local management capability in the effective handling of people management issues. Work in partnership with relevant teams to deliver key projects across the wider P&OD function adopting a proactive approach to embedding the University’s Values across our community.
Maintain up-to-date knowledge with developments in employment legislation. Participate in external networking opportunities to enhance sector knowledge adopting a proactive approach to sharing and encouraging the application of best practice with/from other institutions and promote their application accordingly.
Knowledge, Qualifications, Skills and Experience
Knowledge, Qualifications
Essential:
A1 Scottish Credit and Qualification Framework Level 9 (Ordinary Degree, Scottish Vocational Qualification level 4) ideally in a relevant subject (i.e. Human Resource Management, Business Management, etc.) or equivalent relevant professional HR/P&OD generalist experience.
A2 Full membership of the CIPD or equivalent.
A3 Well-developed knowledge of HR/P&OD best practice and employment legislation.
Desirable:
B1 Knowledge of job evaluation methodologies (Korn Ferry/Hay).
B2 Knowledge of HR/Payroll systems.
Skills
Essential:
C1 Ability to adopt a consultancy style, strategic HR business partnering approach, with proven influencing, judgement, analytical and problem-solving ability.
C2 Excellent organisational skills with the ability to plan, prioritise and deliver across a range of work activities and juggle a busy workload.
C3 Ability to interpret relevant University policies, employment legislation and good practice and apply to complex cases.
C4 Highly effective written and oral communication skills with the ability to draft accurate, concise and comprehensive reports and letters and articulate complex information in an accessible way and present to varied staff groups.
C5 Excellent IT skills, including a high level of competency in the use of Microsoft Office applications and data manipulation.
C6 Confident, credible and resilient with the ability to effectively manage conflict and demanding clients.
C7 Articulate and persuasive - ability to persuade clients at all levels within the University on a range of matters, some of which may not be popular or within the experience of the audience.
C8 Ability to work independently, lead on activities where required and contribute as a team player.
C9 Ability to maintain confidentiality and deal sensitively with related issues/individuals with tact, diplomacy and discretion.
Experience
Essential:
E1 A proven track record of delivery, working in HR/P&OD at a professional level within a complex operating environment.
E2 Experience of providing high quality advice and guidance on a range of P&OD matters including the application of HR policy.
E3 A track record of successfully handling an Employee Relations case work portfolio, including attendance management, performance management, discipline and grievance investigations and hearings etc.
Desirable:
F1 Experience of developing people policy, procedure and management guidance.
F2 Experience of designing and delivering presentations and management training.
F3 Experience of working in the HE sector.
F4 Experience of consulting and negotiating with trade unions.
F5 Experience of organisational change/restructuring activities.
F6 Experience of supervising and managing performance and development.
Lead People & OD Business Partner - Grade 8
Context
The Strategic Business Partnering function is a key part of the overall People and Organisational Development Directorate. It consists of five teams embedded in the four Colleges and University Services (US). The Business Partners are assigned to one of these teams and within these will have a number of primary units (Schools or University Services Directorates) to support. They contribute to both the College/US wider P&OD work plan and may be involved in projects in other Colleges or across the University. As the University prepares for a period of change, we are looking to boost our Business Partner community across the full range of strategic people activities.
Job Purpose
The Lead People & Organisational Development Business Partner will deliver and coordinate a substantial range of People & OD services for the College/University Services. The role will develop and maintain effective client relationships and service delivery partnerships across the College, with P&OD colleagues and the wider University community.
Main Duties and Responsibilities
Work with the College/University Services leadership team, acting in a leading capacity in the interface between and the integration of the College/US and P&OD in the alignment of its business needs and its people solutions, translating strategic objectives into tangible outputs and supporting the delivery of the people agenda in supporting, influencing and delivering local ‘people’ related initiatives.
Coordinate local P&OD business partner team to support the delivery of a professional and quality service, identify common priority issues and facilitate the sharing of best practice, ensuring the alignment of College/US strategic and operational plans with the People & Organisational Development strategy. Lead the embedding of service delivery improvement, adding value through business partnering.
Identify, propose and implement people solutions, working in collaboration with senior P&OD colleagues to include organisational design and development, workforce planning and talent management initiatives, to enable the achievement of strategic objectives at a College/University Services and institutional level, creating and providing effective management oversight of an action plan(s) to deliver those solutions.
Project manage the people work streams for change initiatives, defining appropriate actions and end-to-end management of their implementation, encompassing planning, engagement and effective communications through to delivery and coordinating related POD activities/resources as required.
Provide advice and guidance on complex people issues having undertaken due analysis of risk and return on investment against desired result/outcomes, working in partnership with the Centres of Expertise such as Performance and Reward and the Employee Relations Hub to deliver effective people management solutions while ensuring issues are addressed timeously and appropriately.
Participate in recruitment, selection and job evaluation/matching processes, providing advice to managers on job design, work analysis and organisational structure, assessing and determining appropriate role grading, ensuring the objectivity, transparency, and integrity of the University grading structure in accordance with equal pay principles. Promote fair and robust selection processes enhancing the candidate experience and ensuring the University is presented positively to prospective colleagues.
Work with local managers and senior members of P&OD, to support the delivery and application of wider University procedures such as Performance & Development Review, Job Evaluation, Rewarding Contribution, Academic Promotion & Zone Movement. Ensure these are positively deployed in alignment with strategic people plans within the College/University Services. Actively participate in P&OD policy development, its implementation and consistent application.
Prepare and present People Data and relevant KPIs, drawing on support from the P&OD Systems team, to ensure managers are aware of the key people metrics and understand how to interpret and respond to them, driving a culture of continuous improvement.
Liaise with Shared Services Colleagues to ensure line managers are appropriately advised in relation to contractual arrangements in line with local business needs and University policy, providing direct support for more complex contract extensions/fixed term funding/funding end date cases. Monitor the use of the University’s Extended Workforce, providing guidance to services on applicability.
Contribute to the University’s diversity and inclusion agenda throughout the College/US, supporting Athena Swan and other related initiatives as appropriate.
Undertake a leading role in supporting the development of global mobility and international related activities, processes and systems to facilitate effective service delivery and contribute to continuous improvement, working in partnership with the UKVI/Global Mobility Hub.
Network effectively across the College/US and wider University, strengthening communication channels across the College business partnering team and the wider P&OD community. Actively engage with and ensure client groups are kept appraised of policy and procedural changes and facilitate their effective engagement with P&OD initiatives.
Develop and drive initiatives to build upon colleague engagement activities within the College/US, thereby enhancing local management capability in the effective handling of people management issues. Work in partnership with relevant teams to deliver key projects across the wider P&OD function adopting a proactive approach to embedding the University’s Values across our community.
Participate in external networking opportunities to enhance sector knowledge adopting a proactive approach to sharing and encouraging the application of best practice with/from other institutions and promote their application accordingly.
Knowledge, Qualifications, Skills and Experience
Knowledge, Qualifications
Essential:
A1 Ability to demonstrate the competencies required to undertake the duties associated with this level of post having acquired the necessary professional knowledge and management skills in a similar or number of different.
A2 Scottish Credit and Qualification Framework level 9, 10 or 11 (Ordinary/Honours Degree, Post Graduate Qualification) or equivalent, including being professionally qualified in a relevant discipline, with a broad range of professional experience in a similar management role.
A3 Full Membership of the CIPD.
A4 A comprehensive knowledge of people management principles, good practice and employment law relevant to large complex UK organisations.
Desirable:
B1 Knowledge and understanding of people and organisational development policy and practice within the UK Higher Education sector.
B2 Knowledge of job evaluation methodologies (Korn Ferry/Hay).
Skills
Essential:
C1 Excellent communication skills, both written and verbal, and effective listener.
C2 Ability to explain information clearly, logically and succinctly in a variety of business communication settings and styles.
C3 Excellent interpersonal skills with proven leadership, business partnering and negotiation/influencing skills.
C4 Able to build and maintain strong relationships with University staff, management and other stakeholders at all levels, with strong influencing capability.
C5 Excellent analytical, problem solving and conceptual skills.
C6 Ability to think and act strategically and as a change agent.
C7 Ability to manage and prioritise own workload and those of others.
Experience
Essential:
E1 Strong track record in decision-making, including complex and emergency situations.
E2 Substantial human resources professional experience in a complex, diverse knowledge-based environment.
E3 Experience of contributing to the design and development of organisational development initiatives.
E4 Established track record of successfully influencing and shaping wider team efforts.
E5 Experience of successfully managing change projects through to completion.
E6 Experience in policy and strategy development, including strategies to enhance diversity, colleague engagement and organisational development.
E7 Exposure to and understanding of global mobility employment issues.
E8 Experience of working in partnership with trade unions and staff representatives.
Desirable:
F1 Experience of working in Higher Education sector.
F2 Experience of NHS, clinical academic, and or other joint working, employment terms.
Terms and Conditions
Salary for the People & Organisational Development Business Partner role will be Grade 7, £41,064 - £46,049 per annum. The Lead People & Organisational Development Business Partner role Grade 8 £50,253 - £58,225 per annum.
These posts are full time and fixed term for up to two years from the agreed start date.
Closing date: 23:45 2nd July 2026
The University of Glasgow has a responsibility to ensure that all employees are eligible to live and work in the UK. If you require a Skilled Worker visa to work in the UK, you will be required to meet the eligibility requirements of the visa route to be assigned a Certificate of Sponsorship.
Please note that this post may be eligible to be sponsored under the Skilled Worker visa route if tradeable points can be used under the Skilled Worker visa rules. For more information please visit: https://www.gov.uk/skilled-worker-visa.
As a valued member of our team, you can expect:
1 A warm welcoming and engaging organisational culture, where your talents are developed and nurtured, and success is celebrated and shared.
2 An excellent employment package with generous terms and conditions including 41 days of leave for full time staff, pension - pensions handbook https://www.gla.ac.uk/myglasgow/payandpensions/pensions/, benefits and discount packages.
3 A flexible approach to working.
4 A commitment to support your health and wellbeing, including a free 6-month UofG Sport membership for all new staff joining the University https://www.gla.ac.uk/myglasgow/staff/healthwellbeing/.
We believe that we can only reach our full potential through the talents of all. Equality, diversity and inclusion are at the heart of our values. Applications are particularly welcome from across our communities and in particular people from the Black, Asian and Minority Ethnic (BAME) community, and other protected characteristics who are under-represented within the University. Read more on how the University promotes and embeds all aspects of equality and diversity within our community https://www.gla.ac.uk/myglasgow/humanresources/equalitydiversity/.
We endorse the principles of Athena Swan https://www.gla.ac.uk/myglasgow/humanresources/equalitydiversity/athenaswan/ and hold bronze, silver and gold awards across the University.
We are investing in our organisation, and we will invest in you too. Please visit our website https://www.gla.ac.uk/explore/jobs/ for more information.