HR Business Partner
1 month ago
Responsibilities
Relationship Management
Build and maintain effective relationships with line managers to support HRBP in strategic delivery for segmentsEffectively manage relationships with COEs and global stakeholders, seeking input and expertise where required and ensuring timely completion of cyclical and project activityEmployment Relations
Manages all tactical aspects of acquisition or divestment, working with M&A lead for specific segment and their teamManages tactical aspects of business change, such as supporting managers with headcount changes and any individual consultationCalculates savings and benefits of initiatives to support in understanding ROI of changeManages with line managers all day-to-day formal ER cases (conduct and performance related) in SegmentPartners with legal counsel and lead HRBP in the management of complex cases including court proceedings where necessarySeparation agreements and packagesSupport in Industrial Relations processes such as providing secretarial support to partnership meetings and collective bargaining mattersAnnual Processes
Planning and execution of core HR processes for customer segment, whilst partnering with lead HRBP.Annual Performance Review planning and tracking, administration of Annual Compensation StatementsPromotion and Market Adjustment support to Line ManagersCommunication of HR Process documentationGeneral HR Support
Review and update policies in line with legislation and best practiceAnalyse and interpret MI and data as required in order to develop insight and recommendations with lead HRBPProvide support and manage operational matters in segments such as Occupational Health and health surveillance requirements for higher risk rolesHR reporting as requiredLead or Participant in EMEA or Global HR Projects as agreed with line managerPayroll
Support the Payroll & Benefits Manager with effective delivery of payrollGeographic Scope & Travel Requirements
The role is responsible for employees in segment throughout the EMEA region, which includes 20 countries. Ten countries are tier 1. This role will focus on the following – UK, Denmark, Germany, Netherlands, Norway, South Africa, UAE.Travel will be limited and contact with other countries is largely through Zoom and other electronic means.THE CANDIDATE
1. Education Required
Degree Level QualifiedA master’s degree in a Business or HR/Psychology qualification would be advantageousPart CIPD qualified (or seeking to achieve this in the near term)2. Work Experience Required
Previous experience in a HR Business Partner or HR Manager role within a Corporate brand with international business support to both a professional and operational workforce.Previous experience in transformation or organisational effectiveness would be advantageous.Trade union work experience, both in UK and wider Europe is highly desirable.3. Technical Skills & Specific Knowledge Required
Ability to communicate and engage effectively at all levels both orally and in writingAbility to influence, coach and negotiate with all levels of employeesExperience of working with UK unions (Unite), and European consultative groups is advantageous.Highly numerate and able to understand, interpret and analyse data to form recommendationsDevelopment of external network of HR knowledge and expertise to facilitate benchmarking and to keep in touch with new HR developmentsResponds promptly and efficiently to requests for help, guidance, advice, coaching and counselingPromotes total quality and continuous improvement in HR function and delivery4. Behavioural Competencies Required
Change & Innovation
Is adaptable and open to news way of working. Thinks of new or innovative ways of looking at business problems, stands back from the detail to identify patterns or connections between situations that are not obviously related. A person who demonstrates this competency effectively
Contributes to change/innovation by generating ideas and positively questioning assumptionsInitiates new and better ways of doing things, overcomes barriers to create real and positive change – avoids bureaucracy and unnecessary processUnderstands the need to use speed to create competitive advantage#LI-TB1
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