HR Partner

2 months ago

Bedford, United Kingdom E3 Recruitment Full time

This HR Partner position is with one of the world’s largest and most reputable chemical and FMCG manufacturers. Operating on state-of-the-art sites in Colworth and Port Sunlight, the company is continuing to invest millions of pounds on site into brand new innovative equipment, focused on automation and robotics.

The company manufactures some of the world’s most recognisable brands from their upper-tier COMAH sites. Strong investment into this site has led to the development of a world leading project and asset care team, regularly tasked with multi-million-pound projects. With the addition of an HR Partner they are looking at strengthening this team.

Dimensions of the HR Partner position;
- Manage onboarding, job move and exit employee engagement. Own the end-to-end employee cycle -coupling line managers and acting as a single point of contact for employees in your function area, through key career moments such as onboarding, role moves locally and globally, career growth, parental leave, time off, exit, etc. (working with our Hub in Cairo to deliver the transactions)
- Provide coaching and support to line managers in employee experience. Empower our employees to be the best version of themselves. Our role is to help Employees, and our business, to thrive. Therefore, at Unilever we are committed to promoting a positive environment in our workplaces. You will be a wellbeing ambassador, championing positive health and wellbeing, and promoting the resources available to support our people.
- Support Local Strategic People Agenda: Work with HRBPs and Leaders to create and deliver project plans for managing any change programmes and reorganisations. Specifically, you will play a key role leading any change programme end-to-end, ensuring meaningful consultation takes place, whilst providing guidance and support on process and policy.
- Take a proactive approach to employee relations, reviewing data and spotting any employee relations trends, recommending solutions, and coaching Line Managers to take any actions you feel are the right steps to take/ tackle problems before they grow.
- Guide Leaders and HRBPs in relation to policies and procedures (such as performance improvement, grievances, absence management etc), coaching them through the process and ensuring they have a good understanding of the legal requirements. Our role with ER can be very hands-on, writing scripts, creating outcome letters, etc. to support cases through to completion.

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