Junior HR Business Partner

Location: Slough, UK. The postholder may be required to visit other sites for the satisfactory performance of their duties and responsibilities.

ROLE:

The Junior HR Business Partner is a trusted partner and agent of change for the business at large. Working across all aspects of the function’s remit, the Junior HR Business Partner is responsible for the implementation and success of HR policies and initiatives. The Junior HR Business Partner will be experienced and results driven to ensure that the HR strategy and agenda are aligned with the business objectives and needs. The Junior HR Business Partner will be innovative and suggest solutions that are commercially astute and consider our company’s culture. Working alongside the UK Leadership Team and staff alike, the Junior HR Business Partner will drive efficiencies and competencies to support and grow the organisation's capabilities.

MAIN DUTIES AND RESPONSIBILITIES:

• Delivering the end-to-end employment life cycle.
• Ensuring that they and the HR Admin team are delivering the HR agenda in line with business needs and requirements.
• Providing consistent and coordinated end-to-end HR services across all areas of responsibility.
• Driving the organisation's culture and behaviours, applying its mission, vision, purpose and values in all activities.
• Development and delivery of HR strategy, policies and practices in line with corporate and local requirements, reflecting up-to-date employment law and best practice.
• Ensuring HR compliance and governance in all areas of responsibility including maintenance of employment records and documentation.
• Coaching, supporting and providing Managers with the necessary tools and knowledge to manage their people effectively, providing constructive feedback and solutions where necessary.
• Talent Acquisition and effective onboarding and orientation activities ensuring compliance with corporate process and budget requirements.
• Management and administration of the HR Management system (Success Factors).
• Improving and enhancing employee productivity through robust performance management guidance and support.
• Working with Management and staff to manage attendance and absence processes.
• Leading the performance management and talent development processes to increase organisational capability, including supporting the individual KPI setting process, performance appraisals, succession planning, IDPs and Future Leaders Pipeline.
• Developing a training plan in line with budget, by working with business leads to carry out and complete full training needs analysis and then developing and delivering programmes and sourcing partners to provide adequate solutions for all training needs.
• Driving and managing a fair and equitable compensation and benefit agenda, ensuring alignment with the market.
• Developing and defining, in line with Senior Management and corporate governance, the employee engagement strategy.
• Taking the lead on the Aramex Pulse Survey and action planning to improve employee engagement, wellness and motivation consistently.
• Holding staff forums.
• Developing and implementing reward and recognition initiatives.
• Managing, supporting and guiding on all employee relations matters and change management programmes in line with policy, procedure and employment law and resolving issues within a timely and efficient manner.
• Supporting and delivering organisational design solutions in line with business requirements.
• Preparing and reporting key HR metrics and analytics to support the business strategy and to understand the effectiveness of HR policies and tools for further improvement.
• Assisting the Health and Safety culture and agenda.
• Supporting clear and concise communications across the business.
• Enhancing the HR function's profile and reputation by accepting ownership for accomplishing new and different requests and exploring opportunities to add value.
• Proactively sharing best practice within the HR team and across the wider business.
• All HR related administration.

SKILLS AND COMPETENCIES:

• Ready and able to take the initiative, originate action and be responsible for the consequences of decisions made.
• Communicates challenges and influences a variety of stakeholders effectively.
• Ability to present sound and well-reasoned arguments to convince others.
• Can draw from a range of strategies to persuade people in a way that results in agreement or behaviour change.
• Adapts and works effectively with a variety of situations, individuals or groups.
• Able to understand and appreciate different and opposing perspectives on an issue, adapting an approach as the requirements of a situation change.
• Can maintain personal effectiveness by managing own emotions in the face of pressure, setbacks or when dealing with provocative situations.
• Demonstrates an approach to work characterised by commitment and motivation.
• Able to simplify complex problems, processes or projects into component parts, exploring and evaluating them systematically.
• Able to identify causal relationships and construct frameworks for decision making and problem-solving.
• Transforms proposals/ideas into practical reality.
• Understands the value drivers of the Company and is commercially aware.
• Role models values and behaviours.

GENERAL REQUIREMENTS:

• Relevant HR qualification and/or proven experience within a generalist HR role.
• Current, in-depth knowledge of legal requirements related to human resources and employee management.
• Excellent communication and interpersonal skills.
• Must be adaptable and work well under pressure.
• Must be willing and able to travel.
• Ability to work on own initiative but also motivate the team.
• The Junior HR Business Partner may be required to perform tasks that might not form part of their normal daily duties but that may be necessary due to the operational needs of the business and the HR department.
• This job description is by no means exhaustive and is subject to change depending on operational and functional requirements.