HR Business Partner

3 days ago

Cannock UK, Staffordshire, United Kingdom Finning International Full time
Company:Finning (UK) Ltd

Number of Openings:1

Worker Type:Permanent

Position Overview:We are seeking a dynamic HR Business Partner to join our team. This role is pivotal in aligning HR strategies with business objectives and providing comprehensive support to leaders and employees. The HR Business Partner will embed corporate HR strategy into daily operations and offer professional HR guidance to internal client groups, adding value in key areas such as workforce planning, talent management, inclusive culture, and employee engagement.

Job Description:

Major Job Functions:

  • Build trusted relationships with leadership teams to drive the delivery of People Plans and business-related projects (30%)
  • Provide professional HR Business Partnering service to leaders in all areas of Human Resources, including employee relations, reward, performance management, selection, employee engagement, talent management, inclusive culture, training and development and data analysis/interpretation (20%)
  • Assist in building talent pipelines across the organisation, leveraging skills as a ‘talent broker’ to accelerate internal mobility and careers (15%)
  • Through deep HR knowledge and experience, effectively diagnose issues with data and insight, collaborating with others on effective solutions (15%)
  • Advocate for consistent employee experience and inclusive culture. Take progressive steps to support cultural change (10%)
  • Work collaboratively with the Centre’s of Excellence i.e., recruitment, training and development, reward, to provide a seamless, supportive and proactive HR service to the business (10%)

Competencies:

  • Customer Focus: Being successful means continuously paying attention to customer needs and adapting as these evolve. This heightens the importance of building strong customer relationships and delivering customer centric solutions.
  • Cultivates Innovation: Paying attention to what customers want and need – new and improved products, services, solutions, and experiences. Taking initiative and collaborating with people who have diverse points of view. Embrace the mindset you and Finning are never done, never satisfied, never standing still.
  • Drives Results: Infusing the team and organizations with a sense of urgency. Creating a culture where organizational performance is always top of mind. Communicating a vision, setting priorities, developing and executing plans that achieve the desired outcome for Finning.
  • Courage: Being comfortable with the conflict that is inherent to being a champion of an idea or course of action. Meeting tough situations head-on to constructively resolve them. Saying what needs to be said at the right time, to the right person, in the right manner to effect change.

Specific Skills:

  • Ability to build strong and professional relationships with leadership teams
  • Able to engage, inspire and influence people
  • Commercially minded and capable of delivering results
  • Strategic aptitude - clear, comprehensive understanding of the link between HR initiatives and business strategy
  • Highly collaborative
  • Understanding of change management principles
  • Ability to work in a fast-paced environment and drive results
  • Digital acumen: Ability to interpret and analyse data and trends
  • Ability to provide practical advice and guidance to develop skills, performance and career growth in others
  • Strong written and verbal communication skills
  • Strong presentation skills
  • Ability to prioritise, with excellent organisational skills
  • Independent and ability to work with minimal direction

Knowledge:

  • Deep employment law and employee relations knowledge
  • Understanding of change management principles
  • Knowledge of basis business operations and process
  • Construction and/or engineering sector knowledge
  • HRIS in particular Workday

Accountability:

  • Build trusted relationships with leadership teams to achieve results
  • Identify HR priorities to support leaders with the development of People Plans to deliver people solutions aligned to business objectives
  • Provide day-to-day leadership and project management to drive the delivery of the People Plans, with the support of the Centre’s of Excellence, and ensure immediate business needs are being met
  • Employee relations: Support, coach and guide leaders with high-level employee relations advice. Triage to Employment team for specific and tangible support, when required
  • Talent Management: Support leaders in building talent pipelines, considering talent progression opportunities cross-departmentally. Review succession plans with leaders, providing advice and guidance. Leverage skills as a ‘talent broker’ to accelerate internal mobility and careers
  • Performance Management: Coach managers to clearly communicate the link between individual and organisation performance and proactively encourage managers to deal with poor performance promptly
  • Reward: Work with leaders to ascertain and develop reward requirements for key individuals; ensure that reward processes are followed and programmes, e.g., incentives, are embedded within the business. Continuously gather feedback on reward programmes and initiatives
  • Selection: Assist managers in making the right resourcing choice. Support leaders by using talent management data to ensure that the right decisions are being taken to fill positions, including considering the Company’s inclusion and diversity strategy
  • Employee engagement: Assist managers with employee engagement activities for their area using the Employee Experience Survey data and continuous listening strategies
  • Training and Development: Working closely with the L&D Business Partners and in conjunction with succession and talent management plans identify training and development opportunities to ensure continued growth, progression and retention of high potential employees
  • Data analysis/interpretation: With a deep understanding of the business areas, use data to diagnose issues, provide insights and develop solutions to drive workforce strategy and initiatives
  • Inclusive culture: Advocate for consistent employee experience and inclusive culture. Take progressive steps to support cultural change

Education & Experience:

  • Chartered member of CIPD qualified (level 5 or above)
  • At least 5 years’ significant all-round experience in a progressive HR role
  • Previous experience in a Business Partnering, HR generalist and/or an advisory field
  • Experience of project management and providing HR expertise to the business on specific projects
  • Experience working in a union environment preferable

At Finning, we prioritize creating a diverse and inclusive environment. We are proud to be an equal opportunity employer, and we actively encourage all individuals to express themselves and achieve their full potential. As a company, we continuously strive to enhance our outreach to individuals of all backgrounds and identities. We do not discriminate against applicants based on gender identity, race, national and ethnic origin, religion, age, sexual orientation, marital and family status, and/or mental or physical disabilities. Furthermore, Finning is committed to collaborating with and providing reasonable accommodations /adjustments to individuals with disabilities. If you require an adjustment/accommodation at any point during the recruitment process, please inform your recruiter. Finning is a forces-friendly employer having signed the Armed Forces Covenant, and pledges to treat those who serve or have served in the armed forces, and their families fairly.

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