Our client is an important company leader.Main responsabilities : Partnership with the business
Build and maintain strong working relationships with your nominated leaders and managers.
Build an understanding of your customer group, e.g. what they do, the commercial levers, their strategic priorities, the impact that they need to have in the business etc.
Organisation development Like many companies in this sector, the working environment is informal and there is a strong sense of the "family".
As the Company continues to grow, sustaining the culture that employees value and has served the Company so well in progressing to this stage, bringing to life the Vision and Purpose, and embedding the organisational Values into day to day practice will be pivotal . This will require :
Coaching Managers to ensure that their leadership style is consistent with the culture and employee experience that we want to create.
Collaborating with the wider HR team to continually review and evolve our employment practice to ensure that the employment experience lives up to our aspirations.
Use your knowledge of the business areas assigned to this role to identify themes, trends and potential issues early and to suggest HR interventions to address these.
Act as a role model and ambassador for change initiatives and support your nominated leaders and managers to implement organisation changes.
Talent Acquisition and Onboarding
Creating and implementing a comprehensive recruitment strategy which will enable the delivery of the resourcing plan for the relevant business areas.
The strategy will take account of the different types and levels of position that we are hiring for and will address the need to not only fill vacancies but also build a pipeline of talent for future need.
Partnering with the business throughout the hiring process - helping to define roles, source candidates and interviewing.
Working with line managers to create and sustain an employment experience that genuinely matches the rhetoric of the recruitment process and is consistent with the Employer Brand.
Working with line manager to ensure that onboarding is both inspiring and smooth and that new employees can quite simply "hit the ground running" when they join.
Talent Management and Succession
Talent and succession management; work with your nominated leaders to identify and develop the talent their teams.
Working with Leaders & Managers to help them to identify the Managers of the future and to support them in building the skills and experience to transition into a leadership role ahead of needLeader & Manager Excellence
Collaborating with the Head of Learning and Development and Reward in the development of strong leadership and management capability (both skills and behaviors) within the existing management population through proactive, outcome- oriented, pragmatic advice on tackling issues as they arise, supporting leaders and managers to apply the learnings from formal Leadership development programs into action, and coaching them to develop in role.
Performance Management and Reward
Coach line Managers to set clear and relevant expectations for the employees in their team and to provide timely, well-evidenced and actionable feedback on performance and progress.
Collaborate with the Head of L&D and Reward and with the business to ensure that all Reward processes are implement on time and taking account of all of the important parameters (e.
g. market pay, internal relativity) to ensure Rewards are fair and consistent with our Reward Philosophy.HR Advice
Offer trusted strategic and operational advice to your assigned business areas onHR matters.
Provide HR support to acquisitions as needed.
Ensure HR policies and processes are implemented fairl Qualifications & Education : Bachelor's degree in HR, Industrial Relations and related.
Skills / Experience / Knowledge :
5-8 years' HR experience
coordinate the HR activities execution and implementation;
Manage Local function and activities;
English Knowledge is a must
Experience in multiple HR areas (previous experience as HR BP)
Analytical, interpretative and strong decision-making skills
Driver of change
Inspire confidence in operators as well as in top management
Possesses a good knowledge of the business unit / area, key employees and business processes.