HR Partner for Success

As a key member of our team, the HR People Partner plays a vital role in driving business success through strategic HR initiatives.

This position requires a collaborative and results-driven individual who can lead local HR services, ensure compliance with local legislation, and work closely with Strategic HR Business Partners to achieve business objectives.

• Demand Management: Collaborate with Strategic HR Business Partners to gather and forecast local requirements, ensuring effective demand management processes are in place.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitating conflict resolution and proactive relationship improvements to maintain a positive work environment.
• CASE Management: Deliver Case Management services to support the business with sickness absence, grievances, and disciplinary activities, providing guidance and support to employees and managers.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with specific business unit needs, ensuring the right talent is attracted and retained.
• Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans to drive employee growth and development.
• Compliance and Policies: Ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations, maintaining a culture of integrity and transparency.
• Drive Improvements: Drive improvements to HR policies in line with business requirements and changes in local markets, staying ahead of industry trends and best practices.
• Onboarding and Integration: Support seamless integration of new employees by facilitating an effective onboarding process, ensuring a smooth transition into the organization.
• Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing data-driven decisions that drive business success.
• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values, fostering a positive and inclusive work environment.
• Business Restructures: Manage employee-related activities aligned to a business restructure, providing support and guidance to employees and managers throughout the process.
• TUPE: Manage TUPE in/out employee-related activities supporting business acquisitions and transitions, ensuring a seamless transfer of employees and minimizing disruption.
• Annual Pay Reviews: Collaborate with the Reward CoE to facilitate the approach to Annual Pay Reviews, ensuring fairness and equity in compensation and benefits.
• Workforce Planning: Supports Strategic HR Business Partners in activities that underpin a successful workforce planning strategy, driving business success through effective talent management.
• Location and Working Practice Strategy: Determine the right location and office attendance strategy, balancing business needs with employee preferences and well-being.
• Diversity, Equity, and Inclusion (DE&I): Implement DEI strategies and foster inclusive workplace environments, promoting diversity, equity, and inclusion throughout the organization.
• Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives, maintaining a culture of accountability and responsibility.
• Wellbeing: Create and deliver wellbeing priorities across the local business, promoting employee well-being and mental health.
• Employee and Manager Support: Lead the People Operations service to provide support to employees and managers, ensuring a positive and productive work environment.
• Team Management and Service Delivery: Develop the HR Team to deliver excellent services to the local business, driving business success through exceptional people operations.
• Own the People Partner Budget: Drive efficiencies across the People Partner unit, optimizing resources and improving service delivery.
• Communication: Review and approval of local communication charter (internal and external) and ensure communication channels are monitored, maintaining open and transparent communication.
• Occupational Health & Safety (OHS): Close collaboration with OHS SPOC to monitor various situations, ensuring a safe and healthy work environment.
• Merger & Acquisition: Support M&A activities from a country perspective, driving business success through effective people operations.