People Partner Central Teams

**Location**: Handforth Based - Hybrid Working

**About the Role**

The People Partner will work closely with the relevant key stakeholders within the central teams to buid skills and capabilities to support our overall business strategy. They will also proactively identify opportunities for the People team to act as enablers to achieving the functional objectives and business plans, translating and influencing the People strategy to meet functional needs.

The People Partner will be influential in driving all people and organisation-related programmes and initiatives in the business function, including but not limited to organisational design and target operating development, performance and talent management, succession planning, reward and recognition and change management. The role will partner closely with all Centres of Excellence within all areas of COE within the People team and will work closely with the Head of People to provide a seamless service to the Senior Leadership Team.

The role will offer advice and guidance on HR best practice and policy to leaders and personally deal with any complex ER issues within the Central team.

**Key Responsibilities but not limited to**
- Develop strong partnering relationships with the key stakeholders and direct reports, acting as an internal consultant to diagnose, develop and implement effective people strategies and people plans which support the functional goals and drive sustained performance in alignment with our People Strategy
- Support and drive the engagement and wellbeing initiatives, ensuring all leaders take responsibility for their own teams’ engagement and ensuring robust action plans and effective feedback mechanisms are in place to drive engagement at all levels. Play an active role in any survey preparation and results cascade to ensure understanding and buy-in
- Access relevant support and service from the Talent - Centre of Expertise, Reward and People Services teams to meet business needs
- Work in partnership with Line Managers and the Finance team to deliver & maintain the headcount establishment required to achieve the business plan at a departmental level
- Support Line Managers to develop plans to ensure establishment requirements are met through recruitment and retention activities
- Take responsibility for data insight to support the area plan, and procure the required tools/support to do so (e.g recruitment, upskilling, data, insight)
- Provide advice and guidance on action plans to support retention and development of high potential individuals. Develop robust succession plans with actions clearly identified and planned for
- Work closely with the L & D team to plan and deliver leadership development programmes and coaching as required
- Work closely with the Recruitment Manager and team to ensure all vacancies are filled as efficiently as possible whilst keenly driving the D&I strategy
- Support leaders to ensure all new colleagues regardless of level have a great on-boarding and induction experience
- In partnership with the leadership team own the headcount plan and headcount budget
- Advise leaders on high level or complex employee relations cases
- Support managers to manage performance and absence in a timely manner
- Embed our values and behaviours within all resourcing practices, and bring to life across the function, ensuring all future talent are aligned to our brand, ways or working, values and behaviours
- Challenge colleagues when their behaviours is not aligned to our values and behaviours - regardless of level
- Up-skill managers to make values and behaviour based decisions
- Will be data driven, producing and analysing trends and reporting to focus on continuous improvement, return on Investment (ROI) and the retention and development of key talent
- Work effectively with the Talent - Centre of Expertise, Reward and People services teams

**About You**
- Strong proven experience in a People role, ideally in a Support Office environment
- Solid HR and ER background, with experience in managing complex cases
- Ability to deliver a strategic agenda and the agility to deal with the tactical operational activity this role can also bring
- Great planning, prioritisation and organisation skills, adept at managing conflicting priorities
- Committed to our D&I agenda and plans
- Proven ability to engage, communicate with and influence stakeholders at all levels
- Team player who can operate in a matrix structure
- High level of emotional intelligence and great judgement and decision making skills
- Role model for change and able to actively support others during periods of change
- Ambassador for the People team across the wider organisation