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HR Business Partner

4 months ago

Bristol, United Kingdom Artis Recruitment Full time

Artis HR are pleased to be supporting an exciting business establishing a Group HQ in North Bristol. This HR Business Partner role will support a number of Group, Global functions, as they evolve their People strategy as the business grows.

Whilst offering a great deal of flexibility the hybrid model will require being in the Bristol office 2 days per week.

Job Purpose / Overview
Reporting directly to the Group Head of People, the HRBP will provide professional advice and direction, commercial HR solutions to enable them to implement the Groups Global people plans to improve Business Unit or functions performance.

Operating Environment
The post holder will need to be someone who can operate in a a very fast paced, sometimes ambiguous truly global environment that is under-going constant change, ideally but not limited to FMCG R&D or Retail.

Framework & Boundaries
The post holder will work in close partnership with key stakeholders within the Corporate Functions, People Development and Resourcing Centres of Excellence, HR Shared Services and Business Unit HR Specialists in order to deliver our people related plans, policies

Principal Accountabilities
* Work collaboratively with HR colleagues in the Corporate Functions, Centres of Excellence, and local Business Unit specialist teams and HR Shared Services to ensure that line managers receive all the HR transactional, process support management information ,advice and guidance they need to effectively manage their team
* Support the regular review and assessment process of the delivery of services provided by Corporate Functions, regional Business Unit specialist teams and HR Shared Services
* Promote diversity and inclusion as fundamental elements of the company's culture, highlighting any Business Unit issues, supporting the implementation of practical solutions within the Business Unit or function
* Monitor the impact of change on individuals in your business area to enable you to highlight any potentially adverse impact
* Provide line managers with support for delivery of local organisation change initiatives
* Support the implementation of company wide change management/business improvement activities, to promote their effective implementation and communication
* Support line managers with the resourcing process for non managerial and junior management roles to ensure the delivery of the workforce plan
* Prompt line managers to identify and manage talent within their business area in alignment with the talent management process, including the need for mobility across the business
* Provide line managers with the support and guidance needed to ensure that individual and team performance is effectively managed across your business area, in alignment with the company performance management framework and process
* Provide any expatriates joining their business area with the necessary HR support to ensure their transition and management during their assignment is smooth and satisfactory
* Provide line managers with the necessary support to enable them to effectively manage more complex individual cases e.g. disciplinary, grievance, sickness and dismissal which HRSS are unable to support
* Support the HR Business Partner Manager/Head of in the local implementation of the ER framework, procedures and management of local ER issues ensuring the ER supporting documentation is maintained and documented
* Coach and support your line managers in a wide range of areas including organisational problem solving, behavioural change, change management, employee development, employee relations and performance management
* Develop strong influential relationships with your line managers to enable you to support and challenge them to ensure their leadership approach and behaviour is in line with expectations
* Support the implementation of the people plans at the local level, in line with your business's needs and ensure the effective communication and ownership of the people plan objectives and their implementation amongst your line managers.

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