Strategic People Partner

2 weeks ago

Birmingham, Birmingham, United Kingdom OneAdvanced Full time

We are a dynamic and forward-thinking organisation committed to excellence in talent management. We are in the process of driving a significant transformation across our function and the organisation, with the aim to simplify our operations, grow our customer and employee experience, modernise our platforms and products, improve our impact on society, and meet our strategic company objectives.

We are looking for a strategic People Business Partner to join our team. This role will act as a lead People Partner for our technology organisation, alongside delivering transformational deliverables as part of the overall transformation programmes. As a Strategic HR Business Partner, you will play a pivotal role in shaping our talent strategies, fostering a high-performance culture, and mitigating talent risks across the organisation.

Please note this is a hybrid role with our Head Office and may require travel to other offices nationally and internationally as needed.

Key ResponsibilitiesWorkforce Planning
  • Lead workforce planning for the functions supported to help us understand current and future talent and skills needs and develop talent acquisition, upskilling and retention plans.
  • Analyse workforce trends, industry benchmarks, and internal data to identify areas for improvement.
  • Act as an SME for our project to transform to a skills-based organisation.
  • Work with business unit SMEs and leadership to ensure job architecture, career frameworks and role profiles are reviewed and updated or created.
  • Undertake skills gap analysis, use and structure gap analysis data to develop and inform plans for talent acquisition and upskilling.
  • Track progress and outcomes for the transition, ensuring corrective action is taken for any risks or issues identified.
Talent Management
  • Undertake and review talent risk assessments to understand talent risk for the functions supported.
  • Drive performance excellence by ensuring objectives that drive the right outcomes and execution of strategy are cascaded throughout the function, and progress against these objectives is known, visible, monitored and corrective action put in place as needed.
  • Embed performance management tools, cadence and processes to ensure timely feedback, reflection and calibration of performance throughout the year.
  • Run quarterly succession planning and talent review processes with the function's leadership team to review succession plans and development needs.
  • Drive adoption of L&D and talent programmes within the function, articulating and prioritising learning needs for the function for inclusion in the L&D roadmap.
  • Partner with the business leaders to define the key talent needs, create effective recruitment plans, and define the profile, success criteria, priorities, assessment criteria and interview process for key hires.
  • Coach leaders on effective feedback and performance improvement techniques.
  • Work with the ER team to ensure employee relations issues are effectively addressed promptly, fairly and compliantly with company policies, processes, procedures and applicable employment law and regulations.
  • Identify high-potential employees and create development paths.
  • Build robust talent pipelines for critical roles.
  • Monitor performance metrics and address performance gaps proactively.
  • Partner with leadership on quarterly business reviews, providing talent-related insights.
Employee Development and Engagement
  • Foster a culture of continuous learning and career development.
  • Drive adoption of engagement surveys and culture initiatives across the function.
  • Utilise data from listening strategies to develop and deliver recommendations and action plans to enhance employee satisfaction and performance outcomes.
Change Management
  • Partner with business leaders during organisational changes, mergers, and acquisitions and actively lead agreed people-related transformation and change programmes for the function.
  • Work with central transformation teams to provide feedback on employee or change concerns.
  • Partner with the wider People function, including the L&D, People Experience, Operations and Culture teams to ensure alignment, adoption of practices, processes, tools, programmes and initiatives.
Requirements
  • Coaching: strong ability to coach, challenge and partner with senior leaders.
  • Commercial acumen: understanding of the products and services we provide and how people strategies drive and influence these.
  • Analytical: evidence and data lead, able to articulate outcomes and impacts supported by data.
  • Organisational change management: Being a trusted advisor to the business unit leader.
Benefits
  • Annual Leave: 25 days of annual leave, plus public holidays and the ability to buy additional days.
  • Employee Assistance Programme: Free advice, support, and confidential counselling available 24/7 through Care First.
  • Endometriosis Friendly Employer: We are proud to confirm our commitment to developing an environment and culture that allows those with endometriosis to thrive in the workplace.
  • Development Programmes: From Future Managers to Leadership Training, our development programmes help you get where you need to go.
  • Performance Bonus: Our Group-wide bonus scheme enables you to reap the rewards of your success.
  • Financial wellbeing: We understand as well as your mental wellbeing, your financial wellbeing is really important.
  • Pension Scheme: Our plan with Scottish Widows offers 5% matched contribution by the company.
  • Performance & Talent: Our own technology platform that allows you to get real-time feedback, conversations and goals to help you become your best self.
  • Making a Difference: We provide opportunities to help our people make a difference to the causes they care about.
  • Volunteering Time: Our volunteering leave scheme allows you to use your time to help those who need it.
  • Pennies from Heaven: donate the pennies from your pay check to help make a difference.

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