People Partner

Role Overview

• Be the lead HR contact for your business area and partner with allocated senior leaders to define and deliver the people plans aligned to business priorities, financial goal and operational performance.
• Act as a trusted advisor to senior stakeholders, influencing strategic people and organisational decision.
• Use workforce data i.e. turnover, engagement, performance, capability etc to influence decision-making for any HR actions and priorities.
• Oversee and provide professional HR guidance and support in all aspects of the employee lifecycle.
• Manage annual HR cycles for relevant business areas i.e. objective setting, performance, talent reviews, salary reviews, engagement, benefit renewals etc.
• Collaborate and oversee Payroll management to ensure accurate and timely end to end monthly payroll checks. Support with any payroll and benefit queries.
• Run exit interviews, identify trends and share back with the business, making suggestions for improvement.
• Create and present HR KPIs, trend analysis and ad hoc reports as and when required.
• Provide direction on complex ER matters, including disciplinary and grievance, flexible working, performance management, family friendly leave and redundancy processes.
• Ensure fair and consistent application of policies and procedures, as well as completing the appropriate notes, templates and outcome letters to ensure accurate and up to date records are correct.
• Balance commercial outcomes with risk, culture and employee experience.
• Assist in change management programmes, restructures and integration initiatives when appropriate to do so.
• Partner with leaders to implement initiatives that foster a high-performing, inclusive culture.
• Use engagement insights to improve retention, leadership effectiveness and team performance.
• Oversee and manage the annual salary and bonus review process for your client groups, meeting with key stakeholders to ensure consistency and fairness is applied.
• Communicate relevant timelines and guidelines, creating review spreadsheets, collating accurate historical reward data, managing promotions and changes.
• Support retention strategies for key and high-performing talent.
• Support HR team members, ensuring high-quality, consistent HR delivery across the employee lifecycle.
• Drive continuous improvement in HR processes, tools and manager capability.
• Ensure compliance with employment law, governance and company policies.
• Use people data and analytics to support with decisions and measure impact.
• Maintain strong organisational data and reporting discipline.

Requirements

• CIPD qualified with previous HR generalist & Business Partnering experience at a similar level.
• Strong understanding of employment legislation and the practical application of HR practices and managing Employee Relations cases.
• Strong organisational and task management skills, with ability to manage multiple client groups and tasks simultaneously, whilst maintaining high levels of accuracy and attention to detail.
• Experience in building trusted relationships via effective communication skills including counselling and coaching, whilst ensuring confidentiality and privacy are maintained at all times.
• Proficient in HRIS systems and MS Office ensuring high levels of accuracy and attention to detail, with a natural inclination to develop and improve processed and procedures.
• Comfortable with ambiguity, with the ability to operate in a rapidly evolving and changing environment
• Flexible team player who can adapt to changing priorities and is prepared to get involved in the work and cover of other team members when necessary.

Benefits

• Reward platform – discounts for over 800 retailers
• 25 days holiday (rising with service)
• Well-being centre
• Recognition programme
• Paid fertility appointments
• Fostering friendly employer
• Pension
• matched contribution at 5%
• Life Assurance (4 x basic salary)
• Development, training, and professional qualification