HR Business Partner in Glasgow

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. The HR Business Partner is adaptable and flexible, able to keep up with the fast-paced contact centre environment, multi-tasking and prioritising 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 critical to ensure a full understanding of the local and wider business needs, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities

• 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.
• 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.
• Provides practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines.
• 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 support their teams and deliver high performance.
• Builds and develops positive relationships with a range of internal and external stakeholders.
• Complies with Company policies, the Equality Act, Employment Rights Act and others.
• Champions the automation and streamlining of HR practices to ensure optimum efficiency.
• Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches.
• 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.
• Supports the HR function 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.
• Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others.
• Contributes to the development of HR policies and ensures local management teams are educated in these.
• Attends internal meetings as required to represent the HR function.
• Completes all administration associated with HR responsibilities.
• Provides essential support to the Head of HR Business Partnering as needed.
• Supports and drives a culture of high employee engagement across your area.
• Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support.
• Maintains open and honest channels of communication at all levels.
• Leads by example and consistently demonstrates the Teleperformance values.
• Supports a working culture built on embracing diversity, respect and positivity.

Main Job Requirements

• Education and Specific Training: Formal Qualification in a HR-related Area, such as Certificate in Human Resource Practice or Degree in HR Management, or similar, or equivalent experience. Membership of CIPD, or similar, is preferable.
• Work Experience: 2 years of solid HR experience in a contact centre environment, or 3 years HR generalist experience in another high-paced industry.
• Required Skills: Comprehensive computer skills, proficient use of Microsoft Office tools, and comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar.