Ghd Senior People Advisor

**WHO ARE WE?**

ghd is a truly iconic British brand, founded in 2001 by 3 British hairdressers from Yorkshire. With the respect and loyalty of an army of devoted stylists, ghd quickly developed a cult-like status nationwide. A monthly trip to the salon was no longer the only way to have a good hair day - this could be achieved every day

ghd is a premium brand loved by stylists and consumers, loved by press, and loved by the people that work for the brand Our increasing focus on driving innovation and our mission to create “good hair days” everyday sets us apart from our competitors - with our strong focus on tech combined with a strong beauty proposition - we have the best of both

***ABOUT THIS ROLE**

Reporting to the Global Head of People, the role of Senior People Advisor delivers HR partnership for our managers, providing proactive and professional support. Coaching, developing and guiding to enable and improve management & leadership capability and ensure every employee is set up for success. The Senior People Advisor will be responsible for continuing to develop a best-in-class People function, proactively supporting and implementing key HR initiatives to drive change and support the HR strategy.

**JOB ROLE AND RESPONSIBILITIES**
- Partner with the assigned business areas, proactively supporting leaders to effectively lead and manage their teams.
- Ensure a proactive approach is taken by ensuring robust People Plans exist for each area of responsibility. Including defining and implementing the right structures.
- Champion ghd’s culture, driving performance and engagement.
- Ownership of talent management (talent planning, retention, succession, etc.) and working with other members of the team to attract the best talent.
- With the support of the Global Head of People, develops an HR agenda that supports and drives the overarching goals of ghd.
- Implement and maintain policies, processes and practices.
- ghd’s 5cs framework (Collaborative, Creative, Courageous, Connected, Committed) must be emphasised, upheld and modelled
- Analyzes trends and metrics to develop solutions, programs and policies
- Administration duties such as raising PO’s, updating org charts, managing Cascade, maintaining systems
- Inform and escalate matters to Global Head Of People as appropriate.

**Performance Management**
- Coach managers on the informal and formal performance management processes.
- Advise managers on how to drive exemplary performance across their teams, providing constructive feedback as necessary to ensure managers are modelling the expected ghd behaviours and always leading by example.

**Policy & Procedures**
- Work in partnership with the wider People Team to ensure people processes and policy are accurate, up-to-date and best practice is embedded consistently.
- Contribute to the continuous improvement of People systems within the organisation.

**People Development**
- Responsible for the annual performance review process including advising managers on how to agree objectives and help to identify learning opportunities using the 70/20/10 learning method.
- Create, provide and initiate training sessions in order to provide managers and leaders with a toolkit to succeed in people capability
- Guide managers through the talent mapping process and partner with managers to effectively bring their talent plans to life.

**Employee Relations**
- Train, coach and support managers to lead on all ER processes as necessary, including informal reviews, meetings of concern, capability or conduct meetings, investigations, disciplinary, grievance or appeal processes.
- Support managers in proactively addressing and resolving situations in a timely manner to achieve informal resolution.
- Lead complex, mid to high-risk or contentious ER cases.
- Provide legally sound, commercial, and pragmatic HR advice to managers at all stages of the employee lifecycle.
- Provide constructive feedback to managers, to ensure the right behaviours and competencies are modelled in the organisation.

**Talent Acquisition & Onboarding**
- Ensure the Talent Acquisition team are aware of future talent needs within own business areas.
- Conduct final stage interviews along with the Hiring Manager for senior managers (not including Heads Of)
- Be an active advocate for ghd externally, including via LinkedIn.
- Lead an outstanding onboarding journey for all new joiners ensuring managers and leaders are fully aware of their role.
- Regularly review, update and improve the ghd onboarding process.

**KEY SKILLS & ATTRIBUTES**
- A highly regarded and self-evidently effective HR professional, with a minimum of 4 years’ experience in a generalist role.
- Highly hands-on with the ability to switch between very granular and more strategic projects and tasks.
- Strong business acumen and commerciality.
- Experience of managing complex ER cases from end-to-end, with the ability to advise on a range of solutions.
- The ability and comfo