People Partner

Role Overview

• As People Partner Operations, you'll play a key role in working with the Director of People Operations to deliver the People strategy, aligned to the wider business strategy.
• You'll manage and develop stakeholder relationships whilst building a positive employee experience and culture.
• Strategy
• implement the business wide People strategy. Shape and implement the aligned local People Plan
• Leadership – lead and develop a high performing team
• Risk and compliance
• manage risk, ensuring compliance with legislative and client requirements through the application of robust people policies and processes
• Performance & Insight
• deliver and improve performance against People metrics. Use data, insight and reporting to measure/track and improve performance and inform decisions. Drive continuous improvement.
• Talent and Capability Development – implement talent strategies that attract, develop and retain the required skills and capability to meet current and future business needs. Implement the PDR process. Play a key role in mid-level hiring
• Culture – support the service leaders to drive cultural alignment and implementation of transformative initiatives that foster a commitment to people first whilst tailored to the services unique challenges and nuances.
• Employee experience – drive initiatives to improve employee engagement, performance and retention across the employee lifecycle. Handle ER case management and ET processes, and people aspects of Tupe transfers and M&A activity
• Organisation Design – contribute to strategies to ensure that the business has the right structures and resources to meet current and future business needs
• Change management – people lead on business change processes. Identify opportunities for change and influence/engage others in delivery
• Coaching and development
• build and leverage strong, influential and trusted partnering relationships across all areas and levels of responsibility. Develop the capability of leaders in best practice including the application of coaching methods
• Develop and leverage a strong external network. Keep abreast of external influences
• Champion and drive the development of a positive, supportive and inclusive culture including EDI initiatives

Requirements

• Leadership capability
• an inspiring leader who demonstrates gravitas.
• Experience of operating/partnering at a mid/senior level across operational functions, and leading a team in a large-scale, multi-site, fast-based business
• Degree qualified or equivalent. CIPD qualified supplemented with broad generalist experience
• Coaching and development
• experience of coaching and developing leaders. A formal coaching qualification would be an advantage.
• Strategic thinking. Ability to drive tactical initiatives whilst also able to see the big picture and develop medium term plans aligned to the wider business strategy
• Talent and capability development – experience of leading talent management initiatives
• Employee experience – experience of leading employee engagement initiatives. Strong grasp of employment law including TUPE/ET handling and M&A people activities. Experience of operating in a unionised environment would be an advantage
• Commercial acumen – able to balance commercial decision making with a people first approach, contribute to business discussions/challenges beyond their immediate functional remit and connect people strategy and business outcomes
• Embraces and drives change. Challenges the status quo. Project management capability
• Excellent stakeholder management and relationship building skills. Demonstrates customer focus
• Excellent interpersonal, influencing and negotiating skills. Adopts a collaborative approach. Demonstrates the courage to challenge, emotional intelligence and strong written and verbal communication skills.
• Performance and insight
• data rationale. Comfortable using data/insight to drive decision making. Experience of people metrics/analytics and reporting. Experience of PDR processes
• Able to work relatively autonomously/self-starter and at pace
• Resilient, tenacious and driven to succeed. Results orientated
• Ethical, values led leader with a strong sense of purpose. Aligned with the CCH Company Values

Benefits

• 22 Days Holiday (increasing to 25 days after 3 years’ service) plus bank holidays
• Your birthday off!*
• Ability to purchase up to 5 additional days annual leave*
• Occupational Maternity Pay & Adoption Pay
• Occupational Paternity Pay*
• Death in Service Payment*
• Occupational Sick Pay *Subject to terms and conditions and qualifying period