Job Description

Summary:

Reporting to the HR Director, the HR Business Partner will be an integral part of the team's success.

The HR Business Partner role will be accountable to ensure that all HR services are delivered in a cost efficient & high-quality manner. The role will partner with global group functions on the development and delivery of robust people initiatives, organisational change, and cyclical people activity - as well as oversee all elements of HR and be the main liaison to employees to ensure group functions business needs are met. The role will support strategic HR projects across the business.



This is a hybrid role, requiring a minimum of two days per week in our central Leeds office.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Focus

Support the development and delivery of robust people plans, drawing on experience and insight to drive sustainable and commercial impact. Input into the shaping of development initiatives that build skills, enhance leadership capability, and provide personal development opportunities for group functions of the business. Lead and manage HR within group functions to ensure achievement of global operations and global HR departmental goals. Be a strategic thought partner to business leaders.

Operational Management

Partner with the wider HR team and business leaders in relation to: + Talent and succession management
+ The development and maintenance of technical, leadership and professional skills and a capabilities
+ Employee engagement and culture
+ Organisational transformation and change
+ Employee relations and employment regulations
The management of cyclical processes such as goal setting, performance and remuneration review, and talent and succession planning. Act as a change agent, supporting organisational change in line with the strategy e.g., relocations, restructures, and TUPE transfers. Manage projects that support improvement. Take an active role in understanding business issues. Recommend and develop approaches to address challenges. Support and advise on ongoing employment policy development and employee relations activities (e.g., disciplinary, grievance, dismissal) including compliance to employment regulation and law. Support talent and succession planning activities and upskilling across the business, including the delivery of local talent plans. Work with recruitment teams to drive employer branding initiatives and to enhance the overall talent acquisition process. Coach leaders on how to drive positive organisational behaviours and embed a high-performance culture across the business, one which drives ongoing performance feedback and builds consistency through robust practices and tools. Bring the voice of employees to critical organisational decisions. Analyse people-data trends within global group function business area and produce people data. Provide solution focused recommendations based on that analysis and reporting. Develop meaningful relationships with key people and influence decisions by using data, reports, and evidence.

REQUIREMENTS

Experience:

Execution and delivery focused - with an approach that emphasises teamwork and collaboration. Demonstrates resilience. Able to influence key decision-makers and to challenge when necessary. Strong commercial acumen and the ability to manage risk for the business. High level of energy, enthusiasm, and passion for change. Excellent interpersonal and stakeholder management skills with internal and external parties. Ability to lead others in a fast paced and dynamic environment. Ability to prioritise and manage multiple tasks, across different locations. Well-developed relationship building skills and emotional intelligence to be able identify and leverage behavioural triggers to drive business outcomes. HR qualification or equivalent work experience. Technical competence in all aspects of employment law and policies.

Education:

* Bachelor's degree in Human Resources, Business Administration, or a related field