HR Business Partner

1 month ago

Reigate, Surrey, United Kingdom WTW Full time
Job Summary

This is a hybrid role (Employee Relations Lead and HRBP) supporting the Outsourcing Business in the UK. With a primary focus on Employee Relations, this position is responsible for providing guidance and end-to-end employee relations case management for policy and procedural issues across Outsourcing. The role provides oversight and guidance to more junior members of the team as needed, and will be responsible for managing employee relations issues, interfacing with leaders and managers to help establish repeatable and defendable practices in areas such as performance management, equal pay, harassment, disciplines, grievances, absence management, whistleblowing, conflict resolution, and changes to terms and conditions, as applicable, and conduct rule breaches.

Key Responsibilities
  • Provide on-going guidance and supervision to the Employee Relations Specialists to ensure effective, legally compliant resolutions are established efficiently and within company guidelines and a reasonable time frame.
  • Handle more complex investigations/issues and escalate as needed to Legal/Compliance and Head of Employee Relations GB.
  • Work closely with HRBPs and key stakeholders ensuring effective case management and possible prevention strategies.
  • Provide feedback to further the development of Employee Relations Specialists.
  • Identify and address issues, trends, and gaps related to areas such as hiring, onboarding, leaves of absence, time off, contractor issues.
  • Collaborate with Employee Relations team to establish and embed employee relations processes as new policies are developed and as part of on-going process improvement efforts.
  • Provide other support as needed within Employee Relations team for projects and peak capacity periods as well as broader HR team priorities.
  • Educate by coaching and upskilling members of the ER team, the wider HR team, Managers and colleagues in all ER case work and employment law changes, improving performance and productivity.
  • Be the point of escalation for any regulatory breaches, such as conduct rules or wider SMCR escalations.
  • Prepare documentation for any employee tribunal claims and work with the Head of Employee Relations and Legal on all such cases.
  • Work closely with HR Talent Advisor and assigned leadership team(s) to execute upon agreed talent strategy and workforce plans.
  • Work closely with Talent Advisor and assigned leaders to identify and correct high-turnover situations leveraging the support of the COEs as required.
Organizational Design & Transformation
  • Support organizational re-design/re-structure, including assisting with managing change and communications, in conjunction with Talent Advisor and Employee Relations/Compliance team.
  • Ensure that inclusion and diversity is promoted and underpins all HR service delivery.
  • Collaborate with managers and the Recruitment function on the planning and execution of workforce plans including approvals for posting and hiring and validation of open requisitions.
  • Partner with Talent Advisor, Legal and COE teams to support execution of Total Reward programs including global mobility, retention requests, complex offers, benefits for offboarding.
  • Support execution of the annual compensation review process, including validating HR Cloud data elements e.g., compensation manager hierarchy accuracy for assigned business organizations.
  • Assist leaders and managers in compensation and level determination for applicable processes and activities.
Performance and Talent Management
  • Work with Talent Advisor and assigned business leaders to champion the performance review process including reinforcing the objectives and expected outcomes of the process.
  • Work with Talent Advisor to support talent review and succession planning processes, ensuring L&D actions are in place for bench candidates.
Talent Analytics
  • Provide data-driven talent and workforce planning insights that enable and guide informed decisions that progress achievement of business strategies and objectives.

Significant experience across multiple HR disciplines in large companies with proven success and focus on employee relations, HR processes, performance and talent management, and coaching of managers. Knowledge of compliance areas for HR processes and programs, such as, GDPR, SMCR. Creative problem solver, ability to work independently and manages through ambiguity. Strong verbal and written communication skills and can effectively share and gather information through internal networks and relationship building. Good data judgement and ability to use Reporting and Analytics to provide insight to talent metrics and behavioural trends for client area. The ability to support organisational design and implementation. The effective management of key requirements such as attrition, diversity ratios and pay/performance metrics. Provide insight to workforce planning, pipeline development, retention, and engagement.

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