Hr Business Partner

Location: London (Hybrid working 3 days in the office)

Salary: £70-80k + corporate benefits + car allowance + great career opportunities

The Senior HR Business Partner serves as a strategic HR leader and business partner for a market leading global organisation across several critical functions of their Corporate entity, inclusive of multiple business support functions that also provide executive leadership for the enterprise. Within this organisation, you can see how the businesses behind the Company’s powerful brands come together to create an innovative, far-reaching and admired organisation in the world.

As leader of Corporate HR, you will work with world-class leaders driving the strategies that keep business at the leading edge of their sector. The right candidate for this role will demonstrate a combination of strong business acumen and impressive Human Resource functional knowledge to guide the development of HR strategies that are required to support the success of their assigned client business groups. This position requires an individual who can act as a senior consultant to the business, build and execute a strong integrated HR strategy, as well as manage and develop the teams that support each client’s unique business needs, culture, and objectives. This leader must cultivate an inclusive culture where there is diversity of thought to drive innovative ideas and where team members can demonstrate their best abilities and deliver meaningful results.

You will also contribute to the continuous improvement of the Corporate function and work in collaboration with other Corporate HR executives to build a world-class HR organisation with strong employee engagement.

The role:

• This role will be responsible for enterprise, cross-segment, and Corporate specific initiatives that involve significant complexity and require deep HRBP and Organisational Transformation experience including the ability to consult, coach, and influence senior executives, lead complex business initiatives, and collaboratively partner at all levels to:
• Identify and evaluate gaps between “current” and “future” performance to develop business-focused solutions that sustainably improve enterprise-wide effectiveness
• Develop strategies for optimising people, processes, systems, and culture to accelerate business performance
• Responsible for delivering the annual People cycle
• Shape and deliver the annual People plan
• Responsible for organisational design, structural changes and role creation
• Responsible for escalated ER cases
• Lead the Executive Hiring strategy and delivery
• Collaborate with L&D to design and deliver learning and development solutions for managers and future leaders
• Design and implement change and transition strategies to enable business growth
• Partner with Corporate executives to drive business results by actively engaging in the development and execution of business strategies, across multiple functional areas, by defining and aligning integrated HR strategies.
• Identify risks and opportunities across client organisations through predictive modelling tools (e.g. metrics and analytics) that capture organisational trends and future events
• Assess organisational performance systemically, defining talent gaps and proposing HR solutions that support client business objectives
• Facilitate the development of business strategies to build organisational focus, efficiency, speed, and business results
• Serve as a strategic business advisor to senior leadership team on key organisational and management issues
• In partnership with the Corporate DEI team, develop and integrate diversity and inclusion strategies into business plans to ensure an inclusive approach to employees, customers, consumers and partners
• Create and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention to fuel current and future business growth
• Lead organisation design activities to streamline and implement new organisation structures, roles and/or processes that create speed and efficiency and support rapidly shifting business demands
• Develop and implement change management strategies to support critical evolution of the business and achieve desired business results that are sustainable over time
• Coach business leaders on employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development
• Design, implement and align an effective and efficient HRBP team to successfully support current and future business strategies. Lead change management activities and provide strong leadership to the HRBP team by encouraging diversity of thought, focusing on employee development and performance, and ensuring teams continually acquire new skills and capabilities.
• Lead and continuously develop a successful HRBP team, that is positioned as credible, proactive, and trusted thought partners through building relationships and delivering results
• Ensure the ongoing development of HR staff capabilities and individual talent management
• Responsible for ensuring HRBP teams can competently deliver core services
• Develop collaborative partnerships with HR and functional partners.
• Develop partnerships with HR functional teams (e.g., Compensation, Learning, DEI, Talent Acquisition) to deliver integrated solutions to HR-related needs
• Proactively integrate HR functional partners into client strategies and projects, providing critical coaching and context to enable partners to make effective contributions
• Maintain collaborative relationships with other business segment HR partners to share and leverage best practices
• Develop a high performing HR culture where team members can demonstrate their best abilities
• Identify and adopt the creation and utilisation of relevant tools and best practices

The person:

• Degree educated from a Russell Group university
• CIPD Level 7
• Progressive HR generalist, partnering or related experience, ideally as a senior HR executive for a multi-functional, multi-line-of-business organisation (FMCG or retail or hospitality or travel) in a corporate function
• Leading and developing talented HR team
• Experience delivering the annual people cycle
• Experience of delivering escalated ER cases
• Proven ability to proactively translate changing business objectives to effective HR strategies
• Evidenced commitment to continuous professional development
• Strong understanding of leadership capability, behaviours and succession planning
• Influential communicator used to working with Senior Leaders in Corporate functions
• Relevant experience driving complex org design, talent and change strategies to effectively align the organisation and talent to deliver on new business objectives
• Demonstrated ability to independently develop, drive and contribute to overall strategy and business plans in a rapidly developing/changing environment
• Strong knowledge and experience with HR Business Partner (generalist), Talent Acquisition/Planning, Learning and Development, Employee Relations, Organisational Development, Change Management, and Diversity & Inclusion functions
• Demonstrated ability to develop, monitor and respond to HR and company metrics
• Models excellent judgment and demonstrates the courage to take smart risks that improve business performance
• Highly collaborative, and builds strong, trusting relationships in order to align various stakeholders and to influence decision-makers to think strategically and critically and to drive positive transformational change throughout the organisation
• Possesses a high degree of emotional intelligence, empathy, intellectual energy, outstanding interpersonal, conflict-resolution, coaching and listening skills
• Strong knowledge of employment law required

To apply for this career defining role please email your CV.