HR Business Partner

2 days ago

Amesbury, Wiltshire, United Kingdom Tiger Resourcing Group Full time
Job Summary

The HR Business Partner is a key role within the Tiger Resourcing Group, responsible for aligning business objectives with employees and management for their designated area. This position requires a strong strategic partnership with assigned leaders to develop and implement people plans, including effective organization design development and change management.

Key Responsibilities
  • Partner with designated leaders to create and implement solutions to meet business objectives across all areas of people management.
  • Build strong, effective relationships and gain in-depth business knowledge, including annual operating plans, strategic plans, financial performance, competitors, and culture.
  • Consult with line management, providing HR guidance when appropriate, drawing on best practice, company policy, and procedures, local law, and compliance. Analyze and provide data insights to inform effective decision-making.
  • Develop strong working relationships with HR functional COEs to enable effective HR service delivery and solutions aligned to assigned areas' business objectives.
  • Shape culture, keep a pulse on employee engagement, working closely with management and employees to improve working relationships, build morale, and retention. Interpret employee engagement survey feedback and develop action plans to address gaps.
  • Develop and implement effective strategies to enable the organization to thrive through periods of change, such as business area restructures, growth, or retraction, acquisition, functional, and enterprise change programs. Guide and draft effective change plans and associated communications.
  • Guide management on effective organization design, taking span and layers into account, and resource planning, considering diversity and inclusion and internal mobility. Design new positions in line with job families and work with the compensation team to guide on appropriate grade/salary levels.
  • Provide day-to-day performance management guidance to line management, including coaching, counseling, career development, and disciplinary actions.
  • Guide, coach, and facilitate talent management initiatives, including annual performance assessments, succession planning, and talent road maps. Provide employee and management training as required.
  • Support managers in interviewing senior roles, oversee internal transfers end-to-end, and support management in implementing foreign assignments and rotational assignments.
  • Manage and resolve complex employee relations matters, conduct effective, thorough, and objective investigations, and maintain an up-to-date working knowledge of legal requirements related to the day-to-day management of employees, mitigating legal risks, and ensuring regulatory compliance, partnering with the legal department as needed.
  • May be required to manage industrial relations in regions or business areas with a union presence.
  • Responsible for ensuring adherence and management in accordance with collective bargaining agreements, negotiating and implementing pay awards.
  • Work closely with the HR team to provide support and backup to colleagues as required and collaborate on ad-hoc projects and interventions as requested.
  • Hold regular 1:1s with the leadership team, participate in management and employee meetings, and travel to company sites as required.
Requirements

The ideal candidate will have a four-year college degree in Human Resources or a business area, plus six years of experience working as an HR generalist. HR certification is preferred (PHR, SHRM, CIPD, or similar). The candidate should have a working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and employment laws.

Previous experience in HR partnering or generalist experience within IT, engineering, or service business is desirable. A strong track record of managing employee relations through to conclusion is essential, and prior experience of managing significant change programs is desirable.

The candidate should be able to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Excellent verbal and written skills, with the interpersonal skills to communicate at all levels of the organization, are required. The ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors is essential.

Excellent time management skills, with a proven ability to meet deadlines, are required. The ability to work at pace, manage ambiguity, and adapt to change is essential. Proficiency with Microsoft Office Suite or similar software, prior experience of Workday preferred but not essential, is required. The ability to protect and handle confidential personnel information is essential. Prolonged periods of sitting at a desk and working on a computer are required, and regular travel to visit assigned sites is necessary.

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