People Business Partner

Job Purpose / Overview Reporting to one of the People Business Partner Managers for Sizewell C (SZC), the People Business Partner will work in partnership with designated leaders providing professional advice and direction, commercial People solutions and operational support, and enabling the leaders to implement the business' agreed people plans to improve function performance. The People Business Partner will work in collaboration with the EDF Energy Corporate People Functions, SZC specialists and in partnership with the delivery teams of HR Shared Services to facilitate delivery of HR services required by the business area they support. The focus of the role will be to support SZC's Delivery located across London and Suffolk. Given the growth within SZC, the main areas of focus will be on supporting the creation and population of the growing organisation, inducting and upskilling leaders and supporting ongoing performance and talent management of the workforce. The People Business Partner role is high profile and high impact and sits within the heart of the growing SZC team. The work of the HR team is critical to the success of the project this role provides a great Principal Accountabilities Leadership - Coach and support managers in a wide range of areas including organisational problem solving, behavioural change, change management, employee development, and performance management. - Develop strong influential relationships with managers to enable you to support and challenge them to ensure their leadership approach and behaviour is in line with SZC expectations. - Actively participate in the creation and delivery of Leadership development training and initiatives. Strategy Deployment - Support the implementation of the people plans at a local level, in line with your business' needs and ensure the effective communication and ownership of the people plan objectives and their implementation amongst your line managers. Organisation Design and Development - Provide managers with support for delivery of organisation change initiatives including supporting the People Business Partner Manager with organisation design, restructures and cultural changes. - Support the implementation of SZC change management/business improvement activities, to promote their effective implementation and communication. Resourcing and Workforce Planning - Ensure workforce plans are kept up to date and relevant for the business priorities of your area, and all resourcing activity is in line with the needs of workforce plans. - Liaise with the Recruitment team to ensure that the business area's large recruitment needs are met in line with the agreed process and Service Level Agreements, escalating any issues. Reward - Support the People Business Partner Manager in delivering annual salary reviews and data capture to support with bonus payments, including local incentive schemes ensuring that they are implemented fairly and consistently by your line managers. - Support the implementation of reward projects and programmes. - Support the People Business Partner Manager to ensure remuneration package details for new appointees (internal and external) in your business area are in line with company policy, processes and procedures. Learning and Development - Work with the SZC Training Lead to conduct regular reviews and prioritise learning and development needs for your business area in line with the business area objectives and budget allocations. Diversity - Promote diversity and inclusion as fundamental elements of SZC's culture, highlighting any issues to the People Business Partner Manager in supporting the implementation of practical solutions within the function. - Monitor the impact of change on individuals in your business area to enable you to highlight any potentially adverse impact. - Talent & Succession Planning - Prompt managers to identify and manage talent within their business area in alignment with the talent management process, including the need for mobility across the business. - Support the People Business Partner Manager in tracking and implementing the succession planning process and plans where appropriate. Performance Management - Provide managers with the support and guidance needed to ensure that individual and team performance is effectively managed across your business area, in alignment with the company performance management framework and process. - Provide line managers with the necessary support to enable them to effectively manage more complex individual cases e.g. disciplinary, grievance, sickness and dismissal. Employee Relations - Support the People Business Partner Manager in the local implementation of the ER framework, procedures and management of local ER issues ensuring the ER supporting documentation is maintained and documented. HR Operational Delivery - Work collaboratively with People colleagues in the EDF Corporate People Functions, SZC specialist teams and People Shared Services to ensure line managers receive all the People transactional, process support management information, advice and guidance they need to effectively manage their team. - Engage with and prompt your managers to ensure they keep the companies People Records accurate and utilise People Information to facilitate good People practice. - Monitor and provide feedback regarding the implementation and delivery of People processes by EDF Corporate specialist teams and People Shared Service to ensure line managers get the support they require. - Prompt managers to seek out the necessary support and advice from People Shared Services/yourself as appropriate. - Ensure that safety, wellbeing, security and environmental protection are constantly driven to the highest possible intensity in line with the company's Zero Harm philosophy. Knowledge, Skills, Qualifications, Experience Knowledge & Skills Essential - Results orientated, with a focus on continuous improvement in all areas of their work. - Comfortable in complex environments and able to appreciate the relevance of strategic imperatives to day-to-day HR activity. - A challenging but positive style, able to influence and challenge line managers and employees. - Creative yet pragmatic, and able to deliver at speed. - Commercially minded and pragmatic in their application of HR best practice. - Able to deliver high quality HR generalist support, including extensive knowledge of appropriate employment law and HR best practices and their pragmatic application. - Able to demonstrate knowledge and understanding in the areas of change and strategic consulting, performance management, reward management, people development, talent management resourcing and ER/engagement. - Able to operate effectively as a member of a wider HR function, building strong and productive relationships within the HR function and across the organisation. - Able to coach line managers at all levels and influence as appropriate to ensure successful outcomes. - Strong written and verbal communication skills are a critical requirement of the position. - Effective interpersonal skills with the ability to build strong relationships including with Senior Leaders. - Strong Microsoft Office skills and in particular Excel knowledge. Qualifications & Experience Essential - Graduate/Associate member of CIPD - minimum standard or working towards this. - Experience of working with diverse senior management teams, likely at HRBP level or a senior experienced HR Advisor looking for their next step. Inside IR35. PAYE or Umbrella rates. TPBN1_UKTJ