About the Role
The HR Business Partner leads, manages and facilitates the people management related agenda of their divisional client group. By owning the client relationship, you will provide the voice of your client group back to the respective HR Specialist teams.
You will translate business goals into prioritised HR requirements via your knowledge and insight of the client group, its people, its operating context, the market, and by using data to identify trends and cultural issues, thereby ensuring the effective delivery of HR services.
What You’ll Be Doing
- Act as a single point of the contact for the employees, Managers and Senior Leaders in your client group, representing and promoting the reputation of HR
- Collaborate with client group to fully understand current and future business needs and objectives. Assess and anticipate HR-related needs and issues, actively identifying gaps, propose and implement changes necessary to cover dependencies, risks, options to mitigate and involve stakeholders in developing solutions that fit their business need
- Partner with senior leadership to design and refine organizational structures and Target Operating Models (TOMs) that support long-term business strategy.
- Lead and guide Managers through restructuring and organizational change, ensuring minimal disruption to morale and performance.
- Consider implications of stakeholder views and respond to feedback, modifying or making recommendations for changes to improve the effectiveness of the HR function.
- Drives and supports effective business planning and challenges established / ingrained thinking
- Produces and presents people related MI and cost/benefit analyses to support decision making and targeting of issues
- Leads on local employee engagement initiatives to align interests of employees and client group, listening to employee opinion and keeping abreast of the employee relations climate
- Support Managers and Senior Leaders in raising performance standards and developing the talent landscape, to include identifying top talent and facilitating opportunities, and dealing with poor performance.
- Coach and challenge Managers and Senior Leaders in how their actions reflect and drive culture and how to make culture and change real to employees
- Contribute to the broader HR agenda and delivery, using knowledge, insight and experience to develop the HR capability and performance.
What We’re Looking For
- Is ready and able to take the initiative, originate action and be responsible for the consequences of the 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. Where necessary resolves highly charged, high-profile conflicts;
- Adapts and works effectively with a variety of situations, individuals or groups. Can understand and appreciate different and opposing perspectives on an issue, to adapt an approach as the requirements of a situation change, and to change or easily accept changes affecting the business or your own role requirements.
- Personally resilient. Can maintain personal effectiveness by managing own emotions in the face of pressure, set-backs, ethical dilemmas or when dealing with provocative situations.
- Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to identify causal relationships, and construct frameworks, for decision making and problem-solving. Makes decisions at times when there are many unknowns.
- Possesses Commercial Acumen. Has a deep understanding of how structural design directly impacts business performance, commercial success, and operational budgets
Qualifications
- Level A and B psychometric testing qualifications would be an advantage
