HR Business Partner

4 days ago

Gloucester, United Kingdom Capita Full time

Join us as an HR Business Partner with EDF Energy
(Hybrid, Full-time, Permanent, 12 months)

About Capita

At Capita, we support clients across a range of sectors, including local Government, central Government, education, transport, health, life and pensions, insurance and other private sector organisations. We support with expertise applied by the talent acrossour business in combination with technology, insight and analytics to keep our clients ahead of change, sharper than competitors and more efficient than ever - and we always need new talent to help us achieve our goals.

About EDF Energy

We want to bring affordable, low-carbon energy to everyone and to do that requires both sharp minds and smart ideas to help shape the UK’s energy future. With the development of a new nuclear power station on the horizon, our goal is to become the best andmost trusted energy supplier for our customers, through a combination of trust, transparency and teamwork.

EDF Energy is a core part of the EDF Group, one of the largest energy companies in Europe with key business operations in the UK, France, Italy, Belgium and Poland. We are the UK’s leading generator and supplier of low carbon energy, producing around one-fifthof the nation’s electricity and employing more than 15,000 people. We operate nuclear, coal and gas power stations, wind farms, and combined heat & power plants. We have a focus on safe, dependable energy generation and an ethos of service excellence. We intendto play a leading role in new nuclear build in the UK and secure a bright future for the combined business and its employees.

The Role of a Human Resources Business Partner

The HR Business Partner Consultant will work in partnership with designated line managers, providing professional advice and direction, commercial HR solutions and operational support to them, and enabling them to implement the business’s agreed people plansto improve Business Unit or function performance during each phase of transition.

The HRBP Consultant will work in partnership with line managers and key stakeholders, liaising with the Corporate Functions, T&D and Resourcing Centres of Excellence, HR Shared Services and Business Unit HR Specialists in order to provide a full range of HRsupport and services to their area of business.

Key Accountabilities

Reward
Works with the HR Business Partner Manager and, line managers to ensure reward plans are executed in line with Corporate and business plans
Support the implementation of annual salary reviews, data capture and MI to support with bonus payments, including local incentive schemes ensuring that they are implemented fairly and consistently by line managers
Ensure remuneration package details for new appointees (internal and external) in your business area are in line with company policy, processes and procedures

Learning and Development
Works with the HR Business Partner Manager, and management within the business to ensure learning and development plans are implemented
Conduct regular reviews and prioritise learning and development needs for your business area in line with the business area objectives and Corporate budget allocations
Support the HR Business Partner Manager and Learning and Development team in the effective evaluation of training and development interventions within the business area you support

Diversity
Works with the HR Business Partner Manager, and management within the business to ensure diversity and inclusion plans are executed in line with Corporate and business plans
Promote diversity and inclusion as fundamental elements of the company’s culture, highlighting any Business Unit issues to the HR Business Partner Manager and 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(s)

Organisation Design and Development
Works with the HR Business Partner Manager and management to ensure organisational design and development plans and interventions are executed in line with Corporate and business plans
Coach designated line management providing guidance and support regarding organisational change, including support with organisational design, restructures and cultural change programmes.
Work with the HR Business Partner Manager to ensure compliance with regulatory reporting requirements with regards to proposed organisational changes i.e. Management of Change, TUPE integration or business restructure
Provide oversight of organisational change within the business area you support

Resourcing and Workforce Planning
Work with the HR Business Partner Manager and management to ensure resource and workforce plans are executed in line with Business Unit/Corporate business plans and requirements.
Identify and deliver resourcing and workforce interventions within the business area, in line with Corporate guidelines
Ensure workforce plans are kept up to date and relevant for the business priorities of your area, and that all resourcing activity is in line with business needs
Support line managers with the resourcing process for nonmanagerial and junior management roles to ensure the delivery of the workforce plan
Liaise with the Resourcing Centre of Excellence to ensure that the business area’s recruitment needs are met in line with the agreed process and Service Level Agreements, escalating any issues in line with the agreed process for doing so

Talent & Succession Planning
Work with the HR Business Partner Manager, and management to ensure talent and succession plans are executed in line with Corporate and business plans
Identify deliver talent and succession interventions within business area, in line with Corporate Guidelines
Support 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
Support the HR Business Partner Manager in tracking and implementing the succession planning process and plans where appropriate

Performance Management
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
Monitor local completion statistics and take action where necessary to ensure thorough implementation

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