Redeployment and Redundancy Policy Procedure FINAL.pdf

HR Business Partners (HRBP)The HRBP is the liaison point between the business and HR. The HRBP role is astrategic one and they will be able to help the HABU/HoC in the strategic planning ofthe organisational change. It is therefore important that those leading theorganisational change and HRBP’s begin working together before decisions thatmight affect employees are considered.The HRBP will be responsible for:• providing guidance and support to HABUs/HoCs on the restructuringprocess and its impact on employees and• bringing an awareness of best practice from other parts of theorganisation to enable managers to take a consistent and fair approachto change.Line/Activity Managers (AM)abcconsider options to use existing employees instead of engagingagency workers, contractors, FTAs or STAs and inform HABUaccordinglyreview performance with employees and provide meaningfulfeedback following competency based selection and opportunitiesdetailed in c belowprovide opportunities for experience postings and trial periodsdallow reasonable time off for employees to seek alternativeemployment and attend interviews.Line/Development Managers (DM)abcmake sure that employees on long-term leave who may be affectedby the proposed organisational are notified of and consulted on theproposed changeshold one to one meetings with employees who may be affected bythe organisational change, including those absent from theworkplace where possible, and explore their preferences for futureopportunities and options for redeployment and voluntaryredundancy or retirementverify the individual’s Personal Profile RecordWhere a Resettlement Officer is not appointed Line/DevelopmentManagers will also be responsible for the following:26 | P agedprovide: guidance, advice and support to employees to developtheir skills profile , learning and development opportunities toaddress short-term needs, outplacement, trial periods includingdowngrading opportunities and experience postings, if offered