HR Business Partner

Relationship Management

• Build and maintain effective relationships with line managers to support HRBP in strategic delivery for segments


• Effectively manage relationships with COEs and global stakeholders, seeking input and expertise where required and ensuring timely completion of cyclical and project activity


Employment Relations

• Manages all tactical aspects of acquisition or divestment, working with M&A lead for specific segment and their team


• Manages tactical aspects of business change, such as supporting managers with headcount changes and any individual consultation


• Calculates savings and benefits of initiatives to support in understanding ROI of change


• Manages with line managers all day-to-day formal ER cases (conduct and performance related) in Segment


• Partners with legal counsel and lead HRBP in the management of complex cases including court proceedings where necessary


• Separation agreements and packages


• Support in Industrial Relations processes such as providing secretarial support to partnership meetings and collective bargaining matters


Annual 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 Statements


• Promotion and Market Adjustment support to Line Managers


• Communication of HR Process documentation


General HR Support

• Review and update policies in line with legislation and best practice


• Analyse and interpret MI and data as required in order to develop insight and recommendations with lead HRBP


• Provide support and manage operational matters in segments such as Occupational Health and health surveillance requirements for higher risk roles


• HR reporting as required


• Lead or Participant in EMEA or Global HR Projects as agreed with line manager


Payroll

Support the Payroll & Benefits Manager with effective delivery of payroll

Geographic 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.


• Degree Level Qualified


• A master's degree in a Business or HR / Psychology qualification would be advantageous


• Part 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 writing


• Ability to influence, coach and negotiate with all levels of employees


• Experience of working with UK unions (Unite), and European consultative groups is advantageous.


• Highly numerate and able to understand, interpret and analyse data to form recommendations


• Development of external network of HR knowledge and expertise to facilitate benchmarking and to keep in touch with new HR developments


• Responds promptly and efficiently to requests for help, guidance, advice, coaching and counseling


• Promotes total quality and continuous improvement in HR function and delivery


4. 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 assumptions


• Initiates new and better ways of doing things, overcomes barriers to create real and positive change avoids bureaucracy and unnecessary process


• Understands the need to use speed to create competitive advantage