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For Companies At a Glance
- Tasks: Shape and implement strategic HR plans while partnering with leadership teams.
- Company: Join Pernod Ricard, a global leader in the spirits industry with a vibrant culture.
- Benefits: Competitive salary, diverse work environment, and opportunities for professional growth.
- Why this job: Make a real impact on HR strategies and drive change in a dynamic company.
- Qualifications: Experience in HR strategy, talent management, and strong collaboration skills.
- Other info: Be part of a diverse team that values innovation and inclusivity.
The predicted salary is between 43200 - 72000 £ per year.
Pernod Ricard is a leader in the global spirits industry with an annual turnover of €10bn. The UK is the second biggest spirits market in the world and one of the biggest wine markets. We are a truly convivial and entrepreneurial company with premium drinks at the heart of the business. We have an enviable portfolio of brands, being the only supplier covering all spirits categories.
About your role
The Senior HR Business Partner is a key player in aligning our strategic HR and business objectives with leadership teams across key strategic business functions. This role requires a close working partnership with the HR Centres of Excellence (CoE) to deliver cohesive, industry leading and high impact HR services and support to the business.
Key responsibilities include:
- Strategic HR Planning
- Develop, shape, and implement HR strategies that align with business and functional goals.
- Partner with multiple business Leadership teams to influence and drive our HR People Strategy.
- Work with global HQ teams to deliver key initiatives, including team structures and senior talent plans.
- Talent Management
- Work with global teams to oversee functional talent acquisition, development, and retention strategies.
- Implement and manage effective and robust functional succession plans, ensuring a strong leadership pipeline to future proof our business.
- Employee Relations
- Act as an escalation point for complex people relations cases.
- Ensure compliance with legislation, local labour laws, risk management and cultural norms.
- Performance Management
- Manage and grow our performance management systems and processes, utilising tools, and frameworks.
- Align our performance metrics with affiliate and function objectives.
- Transformation & Change Management
- Drive organisational development and change initiatives in conjunction with HQ and Leadership teams.
- Drive local and global transformation projects and initiatives in line with people priorities and business strategy.
- Financial & Data Analytics
- Utilise HR data and analytics to inform critical strategic decisions.
- Determine and manage headcount forecasting and budgets aligned to business plans and strategy.
- Leadership
- Work closely with and mentor the People Partners to deliver a comprehensive operational HR service tailored to business needs.
- Share functional and industry best practices and insights across the HR community.
- Diversity and Inclusion
- Build, promote and manage diversity and inclusion initiatives.
- Proactively build knowledge and understanding of the global D&I strategy, enablers and priorities.
Key Relationships
You will report to the Head of HR Business Partnering and will work closely with the Heads of CoE HR directors, People Partners and the broader HR function to deliver high impact and highly efficient people priorities and processes. You will build trusted relationships with the Business Function Directors and their leadership teams, along with other key business stakeholders. You will also cultivate productive business relationships with industry and function experts and maintain visibility of sector developments and best practices.
What you need
- Growth Mindset: Forward thinking, embodying a vision that translates into inspiring strategies. Thrives in a complex and changing world deploying resources effectively and efficiently.
- Deliver Through Collaboration: Achieves results while balancing rigorous planning and flexible transversal collaboration. Building partnerships and working collaboratively with others to meet shared objectives.
- Consumer Centric: Develops consumer intimacy with a focus of technology to innovate and create more value for the consumer and Pernod Ricard.
- Bold and Agile: Decisive and courageous even in the face of difficult and complex situations and always learns from past experiences. Stepping up to address difficult issues, saying what needs to be said in a respectful way.
- Open and Authentic: Role Models who instil trust, engage teams by giving and receiving feedback and constantly fostering open dialogue.
- Grow Diverse Teams: Leverages and values diversity of profiles to build empowered teams and develops talents creating a sense of belonging in an environment that promotes Pernod Ricard values.
Senior HR Business Partner in London employer: Pernod Ricard USA
Contact Detail:
Pernod Ricard USA Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior HR Business Partner in London
✨Tip Number 1
Network like a pro! Reach out to current or former employees at Pernod Ricard on LinkedIn. A friendly chat can give us insider info and maybe even a referral, which can really boost our chances.
✨Tip Number 2
Prepare for the interview by researching Pernod Ricard's latest initiatives and values. We want to show that we’re not just interested in the role but also passionate about their mission and culture.
✨Tip Number 3
Practice common HR scenarios and how we’d handle them. Being able to discuss real-life examples of strategic HR planning or talent management will set us apart from the competition.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure our application gets seen by the right people. Plus, it shows we’re serious about joining the team.
We think you need these skills to ace Senior HR Business Partner in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Senior HR Business Partner role. Highlight your experience in strategic HR planning and talent management, as these are key aspects of the job. We want to see how your skills align with our needs!
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 you can contribute to our team. Be sure to mention specific examples from your past that demonstrate your growth mindset and collaborative spirit.
Showcase Your Achievements: When detailing your work experience, focus on your achievements rather than just responsibilities. Use metrics where possible to show how you've made an impact in previous roles. We love seeing results-driven candidates!
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It helps us keep track of your application and ensures you don’t miss any important updates. Plus, it’s super easy!
How to prepare for a job interview at Pernod Ricard USA
✨Know Your Stuff
Before the interview, dive deep into Pernod Ricard's values, products, and recent initiatives. Understanding their portfolio and how your HR strategies can align with their business goals will show that you're not just another candidate but someone who genuinely cares about the company.
✨Showcase Your Strategic Mindset
Be prepared to discuss specific examples of how you've developed and implemented HR strategies in previous roles. Highlight your experience in talent management and performance systems, as these are crucial for the Senior HR Business Partner role. Use metrics and outcomes to back up your claims!
✨Build Rapport
During the interview, focus on building a connection with the interviewers. Ask insightful questions about their current HR challenges and express your enthusiasm for collaborating with leadership teams. This will demonstrate your ability to foster relationships, which is key for this position.
✨Emphasise Diversity and Inclusion
Pernod Ricard values diversity and inclusion, so be ready to discuss your experience in promoting these initiatives. Share specific examples of how you've built diverse teams or implemented D&I strategies in the past. This will show that you align with their core values and understand the importance of creating an inclusive workplace.
