HR Business Partner
2 days ago
HR Business Partner
Why this job mattersThe HR Business Partner drives partnerships with functional managers translating business and function specific objectives to human capital strategies directing the planning and delivery of HR programmes and services to the business.
What you'll be doing1. Manages the delivery of proactive, strategic guidance and support for organisational planning and development initiatives that align the people agenda in support of key business strategies and initiatives.
Implements a local people plan to enhance the success of the business unit and provide people leadership to senior leaders and their teams.
Maintains the strategic business partner relationship, making data-driven decisions to provide strategic insight, challenge and thought leadership to help leaders drive their people strategy.
Sustains and owns the strategic business partner relationship and provides insight, challenge and thought leadership to help managers drive their people strategy.
Contributes to and manages the delivery of strategies as a strategic business partner to managers, focused on a transformational talent agenda designed to attract, develop and retain the best diverse talent in the industry.
Manages functional performance management, consistently measuring the effectiveness of people initiatives and programmes to ensure they are delivering desired outcomes.
Leads business partnering for managers with employee attraction, development, and retention issues which may include annual reviews, leadership coaching, career pathing, advanced people reporting and metrics and special project assistance.
Contributes to the people elements of organisational design projects to streamline and implement new structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
Supports and coordinates consultation as well as collaboration across the full spectrum of people issues, providing feedback to and linkages with all functional components of HR.
Manages strategic relationships to proactively facilitate effective information flow, decision making and actions all on people issues across the unit and project levels.
Engages with the organisation and key stakeholders to drive inclusive culture and provide regular progress updates to business leaders.
Coaches managers on people policies and processes, including organisational design, change management, talent management, and leadership capability to promote engagement and a culture of continuous growth and development.
Supports collaborations with functional leadership and the director of talent acquisition to identify and prioritise current and future talent needs.
Mentors other HR professionals, helping to improve the team's abilities by acting as a technical resource.
Champions, continuously develops and shares with team knowledge on emerging trends and changes in HR.
Looking in:
Leading inclusively and Safely
I inspire and build trust through self-awareness, honesty and integrity.
Owning outcomes
I take the right decisions that benefit the broader organisation.
Looking out:
Delivering for the customer
I execute brilliantly on clear priorities that add value to our customers and the wider business.
Commercially savvy
I demonstrate strong commercial focus, bringing an external perspective to decision-making.
Looking to the future:
Growth mindset
I experiment and identify opportunities for growth for both myself and the organisation.
Building for the future
I build diverse future-ready teams where all individuals can be at their best.
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