People Business Partner

2 weeks ago

Remote, United Kingdom Frontiers Full time
We are on a mission to make science open so everyone can live healthy lives on a healthy planet

Who we are


Frontiers is the 3rd most-cited and 6th largest research publisher and we publish groundbreaking discoveries by the world's top experts.

Scientists empower society and our mission is to accelerate scientific discovery by making science open.

We place the researcher at the center of everything we do and enable the research community to develop the solutions we need to live healthy lives on a healthy planet.

Join the publishing revolution.

The role

We are seeking a People Business Partner to support our growing Technology department. The successful applicant will be enthusiastic, solution-orientated and applies a people-focused lens to everything they do.


You will work in collaboration with the wider People Team, Learning & Development, Talent Acquisition and Compensation & Benefit teams to ensure we provide the best support for our people, who are based across our global locations We are a fast growing global company, so we are looking for someone who can be hands on and happy to adapt to the changing needs of the business (no day is the same here at Frontiers).


We are part of the wider People Experience Team, and are expanding rapidly, to support the growing needs of our people and business.

We have an exciting mix of nationalities, experiences and skills which makes for a very dynamic and collaborative team.

Key responsibilities:

Strategic Planning:

  • Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives.
  • Strategic workforce planning: Execute workforce planning, allowing each business area to be set up for success. Ensure the company's workforce has the right size, shape, cost, and agility for the future.
  • Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.
  • Driving and leading departmental change management (IE: reorgs within our populations etc) and support to other HR projects.

Coaching population:

  • Conduct regular meetings with business leaders and provide HR advice where necessary.
  • Building line manager capability by understanding stakeholder accountabilities and barriers and identifying creative tools and mechanisms to support the development of a high performing culture.
  • Be uptodate on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance. Continuously staying informed on current HR trends and best practices.
  • ER case management, guiding both managers and employees in cases by providing an objective guidance, encouraging a successful result for both parties.
  • Provide guidance on the creation and implementation of HR processes and policies.
  • Managing people offering guidance and mentoring.

Talent Management:

  • Advising managers on daytoday performance management guidance to line managers (for example mentoring, career planning, coaching, etc.).
  • Helping line managers deal with organizational, people, and changerelated issues.
  • Optimizing organizational design to increase productivity and improve performance of the business.

Being a company culture and employee experience champion:

  • Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
  • Working with management to solve conflicts and help facilitate positive employee relations, maintain a positive working environment, increase morale, and decrease turnover.
  • Provide effective internal and external customer service with a focus on strong communication and business acumen.

People metrics / data literacy:

  • Use data and metrics to identify trends, anticipate business needs and develop action plans.
  • Promote the adoption of technology, selfservice, and continuous improvement to support an insight focused approach.

Employee Relations:

  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Partners with the Legal department as required to manage day to day employee cases and partner exceptionally with managers guiding them through complex processes, giving advice and reducing legal risks.
  • Collaborates with other HR Teams on the advisory side to solve employee ́s issues, especially when the help is needed.

Requirements:

  • Strong HR Business Partner experience within a fastpaced, international environment, preferably gained supporting Technology Departments.
  • Courage to advocate for equity when you see inequity in behavior or processes.
  • Ability to work in a fastpaced and teamoriented environment, it is always Day
  • Passion for interacting with and advocating for employees, leaders and HR teams who are working directly with products (everything from picking products, driving trucks or servicing a customer) to meet customer promise.
  • Enjoying active, nontypical work environment.

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