People and Engagement Business Partner

I am delighted to have been further retained in supporting a market leading green energy group based in Edinburgh. Supporting the fight for a greener economy and more sustainable future, the business further seek a dynamic People and Engagement Business partner, to support business growth and help achieve these targets.

The successful candidate will be highly professional and aspirational. This platform will provide the opportunity to be truly strategic, to own and run the specific business unit you are assigned to. If you are seeking the exposure to facilitate growth, actually challenge and be challenged by the senior team leading the organisation, then this could be the platform for you.

This role is also built around a fully flexible working directive, between remote / home and office work.

The Role / Key focusses

Talent Management

• Work with colleagues to ensure the attraction, retention and motivation of the groups amazing people
• Work with leaders and colleagues to implement learning and development frameworks to help the business area achieve its objectives
• Implement robust talent management and succession planning process that support staff development and overall talent management
• Implement an effective coaching and mentoring culture across the business area where knowledge is shared, and a learning culture is further developed
• Support L & D initiatives to achieve organisational and personal development so that the business / group continue to have a flexible, talented and resilient team of people.

Organisational Design and Development

• Implement organisation development plans to drive business performance, whilst maintaining and developing the organisational culture, capability, and values.
• Lead on organisational development change programmes within your business area designed to ensure that services are developed and delivered in accordance with strategic aims, values and culture
• Embed the organisations performance and reward frameworks so they are clearly understood and are effective.
• Work with leaders and wider People team to develop succession and training.

Culture and Wellbeing

• Introduce culture audits and follow up on actions and plans
• Support a high performance and learning culture where innovation, learning from mistakes and a no-blame culture is maintained whilst achieving our business ambitions
• Support employee engagement approach, using insights to inform the people plan and tracking progress
• Support projects to develop an integrated approach to employee health and wellbeing to support high levels of engagement and staff motivation
• Ensure employee relations strategies are in place that create an open, constructive, positive and collaborative work environed and culture
• Ensure that there are robust and well understood processes in place to enable line manager and colleagues’ questions and concerns to be dealt with swiftly.

Reward and Benefits

Implement Group remuneration and reward plans that support the business need and direction and aspirations, and which are fair, consistent, fit for purpose and flexible

Growth, performance and agility

• Report on key MI and provide wider management information, ensuring an open, proactive and transparent approach when things are working and not working.
• Work to create and support an open, innovative and collaborative culture that learns from others, encourages experimentation and is prepared to take managed risks, where staff are empowered to do their jobs so that the right services are delivered.
• Act on both internal and external systems to remove blockages and improve workflow where this requires strategic level involvement.

Equity, Diversity and Inclusion

• Support the organisations equality, diversity and inclusion plans and foster a culture where everyone feels that they belong.

Stakeholders and Communication

• Support leaders to ensure an effective narrative of the business objectives and vision that enables good communication both internally and externally.
• Participate in and contribute to wider professional networks and collaborative working in order both to promote the business and bring new ideas back into the work

Governance, Performance and Regulation

• Understand the regulatory regime, and work with business lead and management team to ensure governance/compliance is fit for purpose and meet regulatory requirements.
• Ensure the people risk matrix is up to date.
• Support business area to achieve its external statutory and regulatory obligations and delivers its services within budget.
• Ensure that your business area understands the requirements of GDPR from an employment aspect, and ensure data protection requirements are met including processes, procedures and appropriate training for staff.

The Candidate

• Educated to degree level and ideally CIPD qualified to level 7 or Post Grad Qualification or similar training in business administration, HRM, or employee relations. Equivalent experience will also be considered
• Proven experience operating as a trusted People/HR Business Partner in a fast-paced changing organisation.
• Demonstrates positive impact in creating great workplaces where people love to work, business growth and performance.
• Experienced at working across all levels; strategic, operational and tactical as well as the ability to influence effectively across all levels of the company.
• Experienced in introducing new tools and processes into the business at the right time to get maximum impact, creating a high-performance culture without unnecessary bureaucracy. Able to harness the power of technology to be effective in your work.
• Confident at leading and implementing people related projects and activities through to completion.
• Ability to develop a deep understanding of key drivers of engagement and able to take targeted action to enhance the employee experience.
• Clear, concise, and effective communicator. Persuasive - can debate and challenge within the team and with peers across the company.
• Identifies work that needs to be done, proposes solutions, and executes it independently and as part of a team
• A strong generalist
• Solid knowledge of key areas of employment law, legislation (including TUPE and ongoing best practice in the area of people management and development
• L&D delivery experience
• Proven skills of extracting and using qualitative data and metrics to drive decision making that will impact business success.
• Strong influencing skills, delivery focused with the ability to engage and empower a wide range of people across the organisation and lead colleagues though change.
• Knowledge and experience of using Microsoft packages such as Teams, PowerPoint, Word and Excel
• Qualified in coaching. (Desired)

Key opportunity selling points

Meaningful directive

• Become part of an organisation actively working towards a sustainable future and greener economy – Combating climate change

Professional growth

• Industry experts, exposure to key stakeholders internally and externally and an organisation committed to employee’s growth and development

Collaborative environment

• Foster a collaborative and inclusive working environment

Direct contributions to decision making

• Incumbents will be directly involved in discussions and processes that take the organisation forward. This allows for a deeper understanding of the decision-making process, the ability to provide valuable input and the opportunity to influence the direction and outcomes of the organisations development / growth initiatives

For more information on this position and the organisation, please feel free to apply or get in touch.