Human Resources Business Partner

What skills and experience we're looking for

An experienced HR professional with strong employee relations expertise

• Confident handling complex and sensitive people matters with sound judgement
• Skilled at building relationships and providing clear, practical advice to non-HR colleagues
• Highly organised, with the ability to manage a busy and varied workload
• A strong communicator with excellent written and interpersonal skills
• Comfortable leading others and supporting team development
• CIPD Level 5 qualified (or equivalent experience), with a commitment to ongoing development

Experience within education or a multi-site environment is helpful but not essential.

What the school offers its staff

Lead a team and shape day-to-day HR delivery

• Work closely with senior leaders and make a visible impact across schools
• Contribute to meaningful improvements in people practices and staff experience
• Develop your own skills within a forward-thinking Trust

If you’re looking for a role where you can combine people management, HR expertise and meaningful impact, we’d love to hear from you.

Further details about the role

HR Business Partner -

37 hours per week

Scale 11—£49,282 - £53,460

Lead, support and make a real difference to people across our schools.

Chelmsford Learning Partnership is seeking an experienced and motivated HR Business Partner to join our central HR team. This is a fantastic opportunity for a confident HR professional who enjoys both hands-on delivery and supporting leaders to get the best from their people.

Reporting to the Director of People, you will lead a small team of HR Advisors and Assistants, ensuring the delivery of a high-quality, responsive HR service across the Trust.

About the Role

This is a busy and varied role where you’ll combine operational HR expertise with the ability to guide and influence leaders.

You will

• Lead and support a team of HR Advisors and Assistants to deliver an efficient, professional HR service
• Provide expert advice on employee relations, including complex cases, investigations and formal processes
• Support leaders with practical, clear guidance on policies, procedures and employment legislation
• Work closely with the Director of People to implement the Trust’s People Strategy and HR priorities
• Coach and support school leaders to manage people matters confidently and effectively
• Contribute to recruitment activity, job design and workforce planning
• Ensure HR processes and documentation are accurate, compliant and timely
• Support HR projects, training and improvements to systems and ways of working

We’re looking for someone who is

• An experienced HR professional with strong employee relations expertise
• Confident handling complex and sensitive people matters with sound judgement
• Skilled at building relationships and providing clear, practical advice to non-HR colleagues
• Highly organised, with the ability to manage a busy and varied workload
• A strong communicator with excellent written and interpersonal skills
• Comfortable leading others and supporting team development
• CIPD Level 5 qualified (or equivalent experience), with a commitment to ongoing development

Experience within education or a multi-site environment is helpful but not essential.

Why Join Us?

At CLP, you’ll be part of a supportive and collaborative team where your contribution is valued.

You’ll have the opportunity to

• Lead a team and shape day-to-day HR delivery
• Work closely with senior leaders and make a visible impact across schools
• Contribute to meaningful improvements in people practices and staff experience
• Develop your own skills within a forward-thinking Trust

If you’re looking for a role where you can combine people management, HR expertise and meaningful impact, we’d love to hear from you.

Join us and help create great places to work and learn.

The Chelmsford Learning Partnership is committed within its schools to

• Safeguarding and promoting the welfare and safety, and the spiritual and cultural development of children and young people;
• Promoting equality of opportunity and community cohesion where the diversity of different backgrounds and circumstances is appreciated and positively valued;
• The fundamental British values of democracy, the rule of law, individual liberty and mutual respect and tolerance for those with different faiths and beliefs and expects all staff, volunteers and other workers to share in this commitment.

As an equal opportunities employer, The Chelmsford Learning Partnership is committed to the equal treatment of all current and prospective employees and does not condone discrimination on the basis of age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity, or marriage and civil partnership.

We aspire to have a diverse and inclusive workplace and strongly encourage suitably qualified applicants from a wide range of backgrounds to apply and join The Chelmsford Learning Partnership.

In compliance with safer recruitment procedures and guidelines, all applications must be made on an application form, CVs will not be accepted. This appointment will be subject to pre-employment checks including an enhanced disclosure from the Disclosure and Barring Service and satisfactory references. The Chelmsford Learning Partnership is an equal opportunities employer.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.