Senior HR Business Partner UK in Glasgow

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Reports to: Head of HR

Location: Hybrid (min of 2 days per week on TP site if within reasonable travelling distance) will consider WAH if candidate not within reasonable travel to TP site

Salary: £38,000 per annum

Hours: 37.5 hours per week

Contract: Temporary (Mat Cover 9 Months)

Role Overview

Whilst building & maintaining effective relationships with key stakeholders (internal & external), the Senior HR Business Partner will work proactively with the Heads of HR to develop & deliver the full range of HR initiatives. You will be accountable to the Heads of HR in terms of driving & fulfilling strategic objectives in line with the national HR Strategy. You will work with key partners across a region to ensure that the employee culture is fully aligned to TP DNA. The Senior HR Business Partner will contribute to ensuring consistency in the development & roll out of HR policies & procedures.

What are we looking for?

The Senior HR Business Partner will be commercially minded and will be an intensely passionate and proactive Senior HR Business Partner, a professional with a solid background of being able to operate in a fast paced, truly employee, client & customer centric environment. You will have the ability to operate as a broad generalist, setting the commercial & non-bureaucratic standard, when it comes to practical & pragmatic HR application. You will have the determination, tenacity, self-motivation, passion & focus on delivering outstanding results through leading people practices. As a strong Senior HR Business Partner you will be confident to use your strong influencing & negotiating skills to contribute to a successful impact across the business. You will possess excellent interpersonal skills, with the ability to build effective and sustainable relationships, at all levels. The Senior HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered.

This role is focused on supporting HRBPs, employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. The Senior HR Business Partner will take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment.

Key Tasks/Responsibilities

• Proactively lead, coach and mentor HR Business Partners (HRBP) in the provision of an effective business partnering service across the business.
• Support the HR function as a whole in shaping the People Strategy and delivering its objectives.
• Act as senior point of contact and subject matter expert on complex employment cases and projects and provide HR related advice across the generalist range of the role.
• Provide a superior level of practical advice, guidance and support to HRBPs, employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support. Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches.
• Support the implementation of the company’s people plans by pro-actively working with staff and line managers to develop a culture of responsibility and accountability for front line human resources management and embed a people culture.
• Partner and coach HRBPs and managers to support the delivery of people plans and initiatives and encourage a culture of line manager responsibility and accountability for front line human resources.
• Proactively lead, manage and successfully deliver complex cross functional people projects across the organisation within specific timeframes.
• Collaborate, actively participate, and deliver HR initiatives and projects across the business, sometimes supporting outside of your normal business area.
• Assist in the review, development and successful implementation of progressive people policies, processes and plans to drive continuous engagement and embed a people culture across the organisation.
• Lead the implementation of continuous improvement initiatives, using business knowledge and intelligence to inform changes and develop solutions to ensure that all HR operational systems and processes are fit for purpose.
• Utilise people data and analytics (including operational performance, quality, absence, attrition, and engagement levels), to measure trends and patterns to influence the effectiveness of our people policies and plans to help drive continuous improvements and increase performance.
• Write and present formal reports up to and including Executive level as required in relation to specialist and generalist subject areas.
• Lead and assist organisation transformation and change programmes, including restructuring, redundancy consultation, variation of contracts and TUPE transfers.
• Develop and maintain strong relationships across a broad range of stakeholders, including directors, managers, employees and trade unions.
• Support cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed.
• Contribute to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice.
• Attend internal and external meetings as required to represent the HR function.
• Provide essential support to the Head of HR Business Partnering as needed and cover periods of annual leave etc.
• Champion the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service.
• Continually identify new opportunities to add value to local and wider business area.
• Be responsible for own and HRBPs professional and personal development and take steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks.
• Adopt the Teleperformance management ethos of Support First, Manage Later when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance.
• Maintain open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems.
• Lead by example and consistently demonstrate the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction.
• Support a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices.
• Comply at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland and Republic of Ireland if required) and the General Data Protection Regulations in the undertaking of any HR activities.
• Be responsible for own (and that of your teams where applicable) health, safety and welfare as well as being mindful of the wider team and surrounding colleagues. Attend training as directed by your line manager or the wider business. Uphold and apply the relevant policies and procedures to provide a safe working environment. Challenge/report unsafe practices where required and support the team and overall business to deliver health & safety needs in the workplace.
• Other duties as assigned.

Education and Specific Training

• Formal qualification in a HR-related area, such as: Certificate in Human Resource Practice, or Degree in HR Management, or similar OR equivalent experience.
• Membership of CIPD, or similar, is preferable.
• Up to date employment law knowledge for UK and Northern Ireland is essential.

Work Experience

• Must be currently in an HR Business Partner role for the last consecutive 2 years in a contact centre environment.
• Must reside in UK and be eligible to work in the UK.

Special Certifications

• Lean Six Sigma certification at Yellow Belt level, preferred.

Technical Skills

• Comprehensive computer skills.
• Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and Google Docs.
• Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or other in-house equivalents.

About Us

We are part of a global organisation operating across more than 50 countries, supporting customers in more than 66 languages and dialects on behalf of some of the world's leading brands. Across the UK, we operate from multiple locations and provide a diverse range of customer experience and contact centre solutions. Our success is driven by our people. Their passion, expertise and commitment enable us to deliver outstanding customer experiences while helping our clients achieve their strategic goals.