HR Business Partner

4 weeks ago

London, United Kingdom UK Power Networks Full time

79106 - HR Business Partner

This HR Business Partner will report to the HR Director and will work within Human Resources based in our London office. You will be a permanent employee.

You will attract a salary of £80,000 + car/allowance and a bonus of 10%. This role can also offer blended working after probationary period (6 months) - 3 days in the office and 2 remote

Close Date: 04/06/2024

We also provide the following additional benefits

Annual LeavePersonal Pension Plan – Personal contribution rates of 4% or 5% (UK Power Networks will make a corresponding contribution of 8% or 10%)Tenancy Loan Deposit schemeTax efficient benefits: cycle to work schemeSeason ticket loanOccupational Health supportSwitched On – scheme providing discount on hundreds of retailers products.Discounted access to sports and social clubsEmployee Assistance Programme.

The HR Business Partner will provide HR guidance to the organisation. The primary purpose of this role is to work with stakeholders, including Senior Managers and Directors, to lead the People Agenda, ensure alignment with our goals, budgets, and create HR solutions that support the success of the business.

The People Agenda must include people solutions that help achieve our goals while allowing employees to flourish and be consistent with UK Power Networks People Strategy, Vision and Values.

This is to be achieved through developing meaningful relationships with partners and teams across the organisation, using data to be provide meaningful insights and inform decision-making, delivering a portfolio of business relevant solutions that meet the evolving needs of the organisation.

PRINCIPAL ACCOUNTABILITIES:

1. Identify, influence and develop appropriate people solutions to help the leadership team achieve their goals and vision.

2. Analyse HR data to identify trends and provide insights that inform decision-making across the directorates.

3. Develop a People Agenda for each directorate and ensure it is implemented. The People Agenda should take account of the directorate's strategy and goals, its people resources and its performance metrics. Individual elements within the People Agenda must link to these objectives and metrics so that performance can be tracked.

4. Ensure that the directorate meets its people targets.

Headcount management including workforce planning.Absence managementEmployee Engagement

5. Develop and implement a talent strategy for each directorate which includes the following elements, underpinned by meaningful data.

Individual and team development plansPerformance management processRecruitmentLearning and developmentSuccession planning

6. Analyse the output of the annual Employee Engagement survey and develop the implementation of an Employee Engagement plan for the directorate.

7. Collaborate with other HR functions to deliver seamless and integrated HR services to the business.

8. Ensure HR are seen as a standout support function providing excellent customer service to the business and key stakeholders.

NATURE AND SCOPE:

The HR Business Partner role requires a detailed understanding of HR best practices as you will work with stakeholders at all levels of the organisation to lead HR initiatives that support our strategic goals. This will involve managing complex employee relations issues, driving cultural change, and contributing to the success of the business through HR leadership.

The HR Business Partner will develop and implement a People Agenda for the directorate and ensure that it is adopted. You will then be responsible for its implementation and tracking its progress.

SKILLS, QUALIFICATIONS AND EXPERIENCE:

Essential:

HR technical skills with experience working as HR Business Partner within a large organisationsManage the different Directorates and the demands associated with a large organisation.Detailed knowledge of UK employment law and HR best practices.Demonstrated experience leading HR programs, organisational development, and change management.The experience to understand business drivers how this effects performance.Ability to work effectively in a fast-paced, dynamic environment Strategic mindset with the ability to and solve complex problems.Experience partnering with senior leaders and driving HR initiatives that deliver business results.Track record in delivering initiatives and solutions and working in true partnership with the internal customers.The ability to translate data sources into meaningful insights

Desirable

Degree qualified or CIPDExperience working in a similar organisationExperience working with SAP and PowerBi

Health & Safety Responsibilities

Managers and supervisors carry both legal and company responsibilities for ensuring the health and safety of their employees, those under their control and those who might be affected by the work undertaken, i.e. public, visitors and employees of other organisations. This includes briefing individuals working for them and ensuring there is the necessary understanding, competence and application of requirements to work safely and without harming the environment.

Employees will ensure they understand the health and safety risks involved in their work activities and their responsibility to apply the controls needed to manage those risks to acceptable levels. Similarly where work activities can have an adverse impact upon the environment, and where there are legal requirements, employees will understand those impacts and the controls they must ensure are applied.

If in doubt ask

We are committed to equal employment opportunity regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.

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