HR Business Partner

The role of HR Partner is a critical one, providing essential support to the business within a country or group of countries.

This position will lead and drive strategic HR initiatives, ensuring compliance with local legislation and regulations in collaboration with senior HR professionals.

Key responsibilities include delivering end-to-end HR services to colleagues and business leaders, including demand management, employee relations, case management, talent acquisition support, performance management, compliance, policy development, onboarding, data analysis, employee engagement, business restructuring, TUPE, annual pay reviews, workforce planning, location strategy, diversity, equity, and inclusion, risk management, wellbeing, and team management.

• Strategic HR Initiatives: Collaborate with senior HR professionals to develop and implement strategic HR initiatives that drive business results and ensure compliance with local laws and regulations.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitate conflict resolution, and manage proactive relationship improvements. Develop and implement ER strategies to promote a positive work environment.
• CASE Management: Deliver CASE Management services across the country or group of countries to support the business with sickness absence, grievances, and disciplinary activities. Analyze data and activity to provide insights for business improvement.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with the specific needs of business units.
• Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans.
• Compliance and Policy Development: Ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations and working to agreed global and local HR standards.
• Onboarding and Integration: Support the seamless integration of new employees by facilitating an effective onboarding process.
• Data Analysis: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing decision-making across all levels of the business.
• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values.
• Business Restructures: Manage employee-related activities aligned to a business restructure such as Employee Relations, employee exits, redeployment, and support activities.
• TUPE: Manage TUPE in/out employee-related activities supporting business acquisitions, new business, and transition out of customer contracts.
• Annual Pay Reviews: Collaborate with Reward experts to facilitate the approach to Annual Pay Reviews.
• Workforce Planning: Supports the Strategic HR Partners in the activities that underpin a successful workforce planning strategy, to ensure the smooth execution of the plans.
• Location Strategy: Working closely with the Strategic HR Partners, determine the right location and office attendance strategy.
• Diversity, Equity, and Inclusion (DE&I): Collaborate with CoEs, HR Partners, and Global colleagues to implement DEI strategies and foster inclusive workplace environments.
• Risk Management: Ensure adherence to risk management protocols across all HR initiatives.
• Wellbeing: Create and deliver wellbeing priorities across the local business.
• Team Management and Service Delivery: Develop the HR Team to deliver excellent services to the local business in support of the People Plans developed by the HR Partners.