Enterprise HRbp

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**Summary of Role**:
The HR Business Partner is responsible for the UK and Ireland (UKI) and provides guidance on all areas of HR support in the countries and will ensure best in class HR practices as designed by our COEs are deployed to the country and adjusted where necessary. The HR Business Partner is accountable for compliance with all employment laws in UKI, and will partner closely with the Global HR Business Partners to align people actions both locally and globally.

**Key Responsibiities**:

- Particular emphasis is on **delivery of HR activity where local context i**s required.
- Interfaces with** Global HR Business Partners** teams to: 1. Manage large scale transformations2. Run talent conversations and processes and give visibility to talent needs in the country.3 Ensure continuity in career and development plans for high potential employees. 4 To provide any other insight that may be helpful or necessary for the Global HRBPs holistic view of their organizations
- Accountability for **local deployment & delivery of HR processes, projects and change programmes **as determined at a Corporate/business/functional level. Including policy and procedural compliance across the area and responsibility for Diversity & Inclusion deployment, monitoring and compliance.
- ** Advise, guide and coach line managers **on their HR responsibilities, management behaviours and team management areas.
- Drive the **effectiveness of the HR delivery model **ensuring consistency and optimization of HR processes and approach across countries or location ( where possible). In particular; 1. Guide local leaders and line managers to obtain support from the right areas; 2. Utilising resources at a country or site level to ensure effective use of team resources. 3. Maintaining strong partnership with all key stakeholders in the HR model to enable integrated HR Service delivery. 3. Ensure accurate data management on all organisational changes and complying with approval & notification procedures
- Manage local **components of projects and wider change programmes**. In particular; 1. Implement site level organisational change / re-design. 2. Support wider business /corporate and HR change programmes. 3. Identify gaps and improvements in local HR service provision in line with HR strategy, suggesting initiatives for the local agenda where appropriate. 4. Manage local projects aligned to HR Business Operations priorities as required.
- ** Interface with COE’s (Talent Acquisition, Compensation & Benefits, Talent, Engagement & Development and DE&I) **to ensure a consistent approach on Nielsen’s Employment Value Proposition, Culture, Leadership and Engagement initiatives across the Regio.
- Identifies, designs and delivers **country-specific** in the areas of onboarding, employee relations, total rewards, benefits, compensation, Learning, engagement and internal communications.
- ** Partner with the local Corporate Functions ( **Finance, Legal, Integrity Real Estate) to ensure integration of HR operations and policies into the larger regional and country-specific operational needs, such as budgets, compliance and regulatory requirements, and so on.
- Ensures all practices adhere to the** utmost integrity and compliance **in all regulatory matters.
- Manage local benefit schemes including vendor management.

**Key Experience and Qualifications**:

- Broad knowledge of the HR best practice across Employee Relations, Reward, Resourcing, Development and Employment Law.
- 5-8 years of Human Resources experience, across different aspects of the HR function for large and/or Multinational Company
- Experience with large re-organizations and of leading consultation processes
- Experience with TUPE processes
- Experience of managing ER and grievance cases
- Well-developed customer and relationship management skills, including credibility and influencing skills. Strong customer service orientation.
- Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations, as well as handle multiple competing priorities.
- Ability to build a positive employee relations climate, advocate for employees and maintain objectivity, even under pressure from other stakeholders.
- Process driven and methodical in approach to implementing programs & HR solutions.
- Able to exercise sound judgment and discretion in matters of significance to the organization.
- Experience and knowledge in managing HR activities and resources; balancing conflicting priorities and handling ambiguities
- Bachelor’