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- Tasks: Drive HR solutions that enhance performance and support business goals.
- Company: Dynamic organisation focused on talent development and employee engagement.
- Benefits: Enjoy Birthday Leave, cash benefits, and performance bonuses.
- Why this job: Make a real impact on employee growth and workplace culture.
- Qualifications: Bachelor's degree in HR or related field with 5-7 years of experience.
- Other info: Join a collaborative team with opportunities for professional growth.
The predicted salary is between 30000 - 50000 £ per year.
Benefits: Birthday Leave, Cash Benefits & Performance Bonus
Key Responsibilities:
- Business Alignment: Participate in business planning to understand departmental goals and provide HR solutions that drive performance.
- Skill Gap Analysis: Conduct quarterly Skill Gap Audits to identify discrepancies between current capabilities and future strategic goals.
- Workforce Planning: Partner with managers on succession planning and identifying "high‐potential" talent to ensure a robust leadership pipeline.
- Development Roadmaps: Collaborate with department heads to create team roadmaps, ensuring technical and soft skills are scaled ahead of business needs.
- Career Pathing: Design and maintain Career Architecture Models (levels, competencies, and expectations) to provide employees with a clear "line of sight" for their growth.
- Internal Mobility: Facilitate internal talent marketplaces, encouraging lateral moves that broaden employee skill sets and improve retention.
- Growth Coaching: Coach managers on delivering effective Career Conversations, moving beyond annual reviews to continuous, growth‐oriented coaching.
- Change Management & Strategic Communications:
- Communication Design: Act as the primary "Change Architect" for people initiatives, ensuring career path changes or development programs are communicated with clarity and empathy.
- Data‐Driven Reporting: Synthesize complex organizational data into actionable reports for leadership, highlighting the ROI of development spend.
- Culture & Engagement: Analyze trends and metrics (engagement data, turnover, etc.) to develop programs that improve workplace culture and organizational health.
- Operational Excellence & Relations:
- Performance Consulting: Provide daily guidance to line management on coaching, counseling, and disciplinary actions.
- Employee Relations: Manage and resolve complex employee relations issues through thorough and objective investigations.
- Compliance: Maintain in-depth knowledge of legal requirements to reduce risk and ensure regulatory compliance.
Requirements:
- Education: Bachelor's degree in HR, Business Administration, or related field.
- Experience: 5‐7 years of progressive HR experience, with a focus on talent development and business partnering.
- Technical Skills: Proficiency with HRIS platforms and data visualization tools to track "skill silos" and organizational agility.
HR Business Partner (HRBP) in London employer: OOm PTE LTD
Contact Detail:
OOm PTE LTD Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HR Business Partner (HRBP) in London
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field and let them know you're on the lookout for opportunities. You never know who might have the inside scoop on a role that’s perfect for you.
✨Tip Number 2
Prepare for those interviews by researching the company culture and values. Tailor your responses to show how your experience aligns with their goals, especially around talent development and employee engagement.
✨Tip Number 3
Don’t just wait for job postings! Be proactive and reach out directly to companies you admire. Express your interest in potential HRBP roles and share how you can contribute to their success.
✨Tip Number 4
Finally, keep honing your skills! Consider taking online courses or attending workshops related to HR analytics or change management. This will not only boost your CV but also give you great talking points in interviews.
We think you need these skills to ace HR Business Partner (HRBP) in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the HRBP role. Highlight your experience in business alignment and talent development, and don’t forget to sprinkle in some of those key responsibilities from the job description!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to tell us why you’re passionate about HR and how your skills align with our needs. Be sure to mention your experience with change management and employee relations.
Showcase Your Data Skills: Since we love data-driven decisions, make sure to highlight any experience you have with HRIS platforms or data visualisation tools. We want to see how you can turn complex data into actionable insights!
Apply Through Our Website: Don’t forget to apply through our website! It’s the best way for us to receive your application and ensures you’re considered for the role. Plus, it’s super easy!
How to prepare for a job interview at OOm PTE LTD
✨Know Your HR Stuff
Make sure you brush up on your HR knowledge, especially around talent development and business partnering. Familiarise yourself with the latest trends in employee engagement and compliance, as these are key areas for the role.
✨Showcase Your Analytical Skills
Be prepared to discuss how you've used data to drive decisions in previous roles. Think of specific examples where you've synthesised complex data into actionable insights, as this will demonstrate your ability to handle the data-driven reporting aspect of the job.
✨Prepare for Scenario Questions
Expect questions that ask how you would handle specific HR situations, like resolving employee relations issues or conducting skill gap audits. Use the STAR method (Situation, Task, Action, Result) to structure your answers clearly and effectively.
✨Emphasise Your Coaching Experience
Since growth coaching is a big part of this role, be ready to share examples of how you've coached managers or facilitated career conversations. Highlight your approach to fostering a culture of continuous development and how it benefited the organisation.
