The HR Business Partner will work closely with stakeholders within assigned business areas, to collaborate on all aspects of HR and to support the departmental, OPCO and regional strategies and goals. 

Responsible for operational execution of local people processes and local aspects of global/regional processes.

The HRBP will work closely with an HR Advisor, who will support with operational HR tasks within the assigned business areas.

Key responsibilities and activities include, but is not limited to:  

Partnering 

• Partner with people leaders to understand their strategic goals and provide HR support to help them achieve them
• Together with managers, ensure that we attract, retain and develop employees with the right skills and competence to deliver the requirements of the departments, using continuous improvement to optimise the employee experience and protect the future needs of the business
• Support the business in identifying, developing and supporting the execution of development activities, including skills, competences, values & behaviour
• Promote and demonstrate HR as a professional and efficient “value adding” department and embed HR as an integral part of the success of the business
• Ensure managers are familiar and competent with our people processes, encompassing the full employee life cycle

Employee relations

• Act as a point of contact for managers and employees, addressing HR related queries and providing guidance on HR policies and procedures
• Manage and resolve complex employee relations issues and cases
• Develop and implement HR policies and procedures that promote a positive work environment and ensure legal compliance
• Support managers to lead on any employee relations cases they have, advising on best practice and consistent approaches whilst respecting the individual case and local regulations

Annual Processes

• Support managers with the performance management processes, including goal setting, performance reviews, and development plans.
• Drive and coordinate the local merit and bonus processes
• Support managers with their management of succession planning for their teams and the identifying and planning around critical roles
• Ensure people engagement is driven on managerial level

Other

• Drive employee engagement initiatives and foster a culture of continuous improvement
• Active contribution to the development of the talents, competencies and behaviour of employees and managers
• Oversee compensation and benefits administration, ensuring competitive and equitable compensation practices
• Participate in Group HR specialist groups – e.g. Compensation and benefits, Workday, and participate in Group HR projects
• Manage and join strategic projects together with colleagues from across Group HR to secure organisational and leadership development
• Build a mutually beneficial relationship with union representatives via regular communications, to achieve agreement and resolution on people changes and issues
• Manage HR metrics and analytics to track HR performance and provide insights for decision making

Communication & Working Relationships 

• Close collaboration with HR Advisor who will be designated to the same business areas
• Collaboration with the rest of the HR team, including payroll, recruitment and learning and
• development
• Close collaboration with assigned business areas
• Proactive interaction with local union reps and external union representatives as required
• Personal qualities:
• Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organisation.

Skills & Experience

Essential

• Bachelor’s degree level of education
• Proven HR experience
• Strong knowledge of UK employment law and HR best practices
• Ability to manage multiple priorities and work effectively in a fast-paced environment

Desirable

• CIPD qualification (Level 5 or above)
• Proficiency in Workday HR system