HR Business Partner

The purpose of this role is to provide expert HR and commercial knowledge to partner strategically with the business. The role is aligned to the business’ values and business strategy and achieves commercial goals through the delivery and implementation of people strategies. The role could be generalist in nature or focussed on a particular specialism within HR, for example, Employee Relations. The role will partner closely with the expert network and depending on the resourcing could be performing expert responsibilities more hands on.

• HR strategy. Suppors development and delivery of market/client group HR strategy and lead the communication, implementation and measurement of key people initiatives and programmes within own business area in order to support a vibrant, fast fast-paced and high high-performance culture

• Senior Business Relationships. Build strong partnerships and acts as a confidante, coach and constructive challenger to stakeholders

• Talent Strategy & Management. Use career and talent framework to develop the careers of our employees through roles and assignments that will provide unique opportunities to build experience and skills

• Business Management. Has a clear understanding of the organisational capabilities and how best to develop those capabilities through the HR strategy. Develop a robust understanding of business financial performance and commercials. Provids inputs to the budget and planning process as needed

• Change Management. Lead and/or supports business leaders in key organisational change management initiatives (M&A’s, organisational culture change, business process re -engineering, reorganisations). Support  senior managers and HR Director in change of organisation design and resource management as needed

• Career Development. Work with line leaders leveraging the framework provided by the talent team to ensure that engaging career development plans are developed and implemented for employees

Performance Development. Drive an effective approach to performance development with line leaders. Support business leaders in providing effective feedback to motivate high performers and improve poor performers or deal with the lack of performance as needed

Employee Relations. Solve key employee issues which might pose a significant risk to the business 

• Vision and Values. Ensure that  people practices are effective in embedding and reinforcing values, develop  leaders to be strong ambassadors of the vision and values

• Employee Engagement. Mobilise commitment and accountability for employee engagement through senior managers and acts as a support and advisor for line leaders in the area of Employee engagement. Leverage insights from Check In Surveys

• Diversity. Champion a diverse workplace by acting on HR initiatives that will drive change