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Senior Human Resources Business Partner

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Greater Manchester, United Kingdom GlobalLogic Full time

We are GlobalLogic, a Hitachi Group Company and leader in digital engineering. We help brands across the globe design and build innovative products, platforms, and digital experiences for the modern world. By integrating experience design, complex engineering, and data expertise – we help our clients imagine what’s possible and accelerate their transition into tomorrow’s digital businesses.
At GlobalLogic, we have a phenomenal track record of successfully delivering ground-breaking Cloud & Digital Transformation programmes and we have an international reach working with a wide variety of projects and customers. Human Resources experience, in particular TUPE
❏ Working knowledge of multiple human resource disciplines, including diversity, performance management, and employment law
❏ Digital Literacy Skills
❏ Change management and project management
❏ HR or related would be preferable. Assesses the efficiency of existing overall organisation people resource and works with managers and leaders to optimise departmental structures in accordance with the changing needs of the business.
❏Coordinates and drives projects aimed at reshaping organisational people structures to enhance business performance.
❏ Executes based on annual talent strategy plan to support the business.
❏ Single point of contact on people related information and practices (cooperation with COEs, HR ops, Global People Services) for support function and Engineering Centre.
❏ Involves in any specific projects/initiatives as an HR representative.
❏ Understands the talent needs of the business (nature of hiring & growth/development demand).
❏ Identifies talent issues related to specific roles or specialization before they impact the business.
❏ Analyzes trends and critical People metrics to address, partnering with GPS and CoEs, the demand to develop solutions, programs and policies which cover business needs.

Trusted advisor in time of change and communicates internally with Delivery Unit management to ensure a smooth transition
❏ Works closely with TA to identify key change management destructors in order to address the risks and work out on the action plans.

Consults with line management, providing People management guidance when appropriate (HR data, decision making based on existing policies and procedures, succession planning, proper mapping of people to roles etc).

We work together to promote fairness while recognising, valuing and embracing differences – providing a transparent support structure and generous training budget to help our people develop skills to progress their career. Our region also supports a hybrid model which can flex across a wide spectrum of working options determined by our business, customer and individual needs.

It is our policy to promote an environment free from discrimination, harassment and victimisation.