HR Partner

The HR Partner will join the current Business Partner community, reporting at the HR Leadership Team (HRLT) level with a dotted reporting line to the represented Functional Leads. This role acts as a Partner to the function to create and implement strategies that support the strategic functional aims alongside providing a core generalist service.

Main Duties

• Providing business partnering to specific functions within the business


• Working closely with management to maximise organisational effectiveness and productivity through employee engagement initiatives


• Developing strategic workforce plans with client group to ensure the operational and strategic design aligns with the business direction


• Partnering with the specialist areas to provide an overall HR service to your area (e.g. OE, Talent and Development strategy, compensation planning, Talent Acquisition activity and approaches)


• Coaching and developing leaders in support of change management activity with a focus on organisational design


• Create and maintain strong relationships with the senior management team in your area


• Working with the Shared Service team and internal operations to analyse and use KPIs effective to drive decision making


• Dealing with complex ER issues or escalations as required in support of the HR Shared Service team


• Working closely with the wider teams to ensure functional activity is aligned with business area priorities
  
  Confident self-starter with the initiative to drive change and improvements within HR and the business


• Extensive business and commercial acumen


• Ability to influence and motivate others both in the HR team and the wider organisation


• Ability to business partner and influence board level Directors


• Ability to work as a key change agent within the business


• Ability to identify improvements and innovative solutions to complex problems and drive forward change


• 'Big Picture', strategic thinker who can identify opportunities to drive the business forward from an HR perspective


• Extensive planning and organisational skills


Essential

• CIPD Qualified


• HR generalist experience


• Experience managing complex ER cases (disciplinaries, grievances, capability management, absence)


• Good working knowledge of current employment legislation


• Experience working with KPIs/metrics to have forward looking discussions beyond use as a reporting tool


• Understanding of how HR can be actively used as a key enabler to employee engagement


Desirable

• Postgraduate or Masters level qualification in Human Resources or Organisational Development and Design


• CIPD Qualified (Chartered or equivalent)


• Experience working in a matrix organisation


• Experience of the legal and practical implementation of TUPE


• Industry specific knowledge


• Strong financial acumen


• Working knowledge of resource management


• Experience of sitting on external boards and associations with a high degree of networking


• Experience working with an International team


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