Role Overview

To act as a business partner to key stakeholders with the responsibility for delivering a generalist HR service across the relevant business area . Responsible for developing the business area people plan that works across the full HR spectrum including performance management, organisation design, change management, talent management, employee relations, employee engagement, culture, reward and communications.

Reporting into the Senior HR Business Partner you will:

What you’ll be doing

• Build effective partnerships with key stakeholders, contributing to and enabling the delivery of the business strategy.
• Partner with key stakeholders to develop and deliver the people plan for the relevant business area that will support the delivery of the overall strategy.
• Be the face of the central HR team, utilising the wider team where required, to support managers with general HR matters.
• Develop coaching relationship with key stakeholders to support them in tackling people and business challenges.
• Employee Relations – Managing ER issues by providing advice and training to managers, ensuring legislation is followed and liaising with legal advisors where necessary.
• Performance management - drive the roll out of performance management throughout the relevant business area including providing training, coaching and support to key stakeholders to ensure high standards are achieved across the business area
• In collaboration with the Rewards Manager– develop and maintain appropriate reward strategies in line with the people plan and business requirements. Support the annual salary review and bonus planning processes for the relevant business area.
• Policy - provide pragmatic advice to line managers on the implementation of all people policies. Input to the design of policies and policy roll out processes where appropriate.
• Talent Management – support the business, working with the wider HR team where relevant, to develop and deliver the talent plan. Develop the management capability of the senior managers in identifying requirements, gaining department buy in, designing
• interventions and delivering them. Act as a coach in order to support talent in their development.
• Structures – lead organisation restructures working with key stakeholders, as and when required.
• Change – build the change capability of key stakeholders and support the delivery of change programmes.

About you

• Ideally degree level education or equivalent
• Generalist HR experience including employee relations, employment law, performance management, coaching, and change management.
• Proven relationship management experience.
• Experience of working in a fast paced, challenging environment, with deadline driven business teams.
• Good project management skills.
• Strong working knowledge of employment law, including TUPE.
• A coaching qualification is desirable.
• Able to build positive stakeholder relationships to enable collaboration
• Communicates clearly and persuasively at all levels of the organisation
• Proven influencing skills
• Able to work in a complex ever-changing business environment
• Resilient and bold to ensure initiatives achieve their full benefit
• Detail conscious, procedural and strong on Employment Law
• Able to resolve a problem within the business that requires a trade-off between best practice and what will work
• Business acumen – deep insight and a thorough understanding of the business environment/industry in which the business operates.
• Strategic effectiveness – ability to generate HR business insight.
• Able to effectively implement HR initiatives in a fast-paced ambiguous environment.

Benefits

• Discretionary bonus opportunity
• Private Medical Insurance
• Dental Scheme
• 25 days holiday per year
• Subsidised Café
• Free soft drinks