HR Business Partner - Remote in London

The HR Business Partner is responsible for providing best in class expertise and advice for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed.

The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

• Responsible for all day-to-day HR activities required to support in local site/business area.
• Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs and create targeted and specific people support strategies.
• Actively monitors a range of people data and reporting information, analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported.
• Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improving KPI performance across the range of key people measures.
• Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including grievance, disciplinary, absence management, performance management and employee wellbeing and support.
• Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches.
• Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business.
• Builds and develops positive and useful relationships with a range of internal and external stakeholders.
• Complies at all times with Company policies, the Equality Act, Employment Rights Act and others, and the General Data Protection Regulations in the undertaking of any HR activities.
• Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service.
• Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks.
• Continually identifies new opportunities to add value to local and wider business area.
• Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders.
• Supports the HR function as a whole in shaping the People Strategy and delivering its objectives.
• Collaborates, actively participates, and delivers HR initiatives and projects across the business.
• Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas.
• Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed.
• Contributes to the development of HR policies, and ensures local management teams are fully educated.