Job Description

In partnership with Senior Leaders (Senior Directors/Country Directors), execute regional strategy through the development of local people plans aligned to the regional people and business goals.ROLE REQUIREMENTS
Please note your job and role title may be changed subject to operational requirements.
Strategy
and Planning

• Devise and implement people plans that will achieve local as well as regional People strategy, goals, and priorities.
• Act as a trusted advisor to ensure local strategic people issues, opportunities and risks are fully understood and the People Plans are aligned to the strategy and priorities of the Global function.
• Understand people priorities and localise strategy accordingly.

Partnership

• Partner with leaders to develop people plans that meet regional/global people strategy and functional business outcomes.
• Support in enabling and driving business performance through improving the performance, capability, and retention of people.
• Act as a key member of the local Leadership Team, providing independent view and challenge.
• Coach and influence to raise people strategy capability.
• Take appropriate action to progress the desired culture and behaviours, aligning these to regional/global expectations.
• Use expertise to lead support for People Plan objectives, including talent attraction, succession planning, engagement, wellbeing, DEI, L&D interventions, and reward practices.
• Promote participation in the eNPS survey and support your business leaders in ensuring their functional feedback drives actions which improve employee engagement.
• Act as a trusted advisor to ensure that strategic people issues, opportunities and risks are fully understood and connected to local priorities and plans.
• Form strong and influential relationships between senior leaders and fellow People colleagues to deliver value to the business.
• Give personal focus / expertise on complex employee relations cases on a wide range of HR matters.
• Support the wider Global People Team with implementing global and local team initiatives.
• Develop working relationships both strategically and operationally drawing on the strength and support of the wider People Team.
• Deliver outcomes to a standard expected from a senior HR professional and delivered in collaboration with key stakeholders.

People Management

• Lead and develop HR team members where appropriate.
• As a senior HR Professional share experience, best practice and expertise with broader HR team and colleagues.

Strategic Resourcing and Talent Management

• Support leaders as required to design key job roles, resource, career, and succession plans which meet the current and future needs of the business.
• Collaborate with key stakeholders to implement appropriate talent and succession planning.

Developing Capability

• Collaborate with key stakeholders to deliver business strategy by building organisational and individual capability.
• Provide feedback, challenge and coaching to leaders in your area on their implementation of people management practices.
• Ensure L&D are engaged in and able to deliver the learning solutions that support the Talent and People Plans for your functional areas.
• Develop capable HR colleagues ensuring effective service delivery and value add

HR Service Delivery

• Act as a customer advocate in the interface with the business and use customer feedback to drive continuous improvement of HR delivery.
• Direct leaders to the most appropriate source of advice, ensuring that there are clear and well understood practices when it comes to utilising shared services.
• Take accountability for local people policies ensuring all documents are relevant, up to date and well communicated
• Lead and own complex ER matters, including but not limited to matters relating to regional people change projects and tribunal cases

Projects

• Act as a local point of people expertise for specialist teams that are implementing new people approaches.
• Lead on local people projects ensuring timely and successful delivery.
• Lead, drive and support the embedding of all organisational development interventions as required.

Reporting & Insight

• Use data and insights to drive appropriate actions and decision making to improve business performance and achievement of people goals.
• Report on key people data and information, analysis and forecasting to enable development of future policy and interventions.
• Ensure the relevant HR systems have accurate and up to date information /usage for example performance management. (Me@work).

Compliance and Best Practice

• Ensure appropriate Information and customer feedback is used to evaluate the effectiveness of HR policies and practices to improve the content of policies and or the interpretation/implementation by Managers.
• Participate in relevant external networks to keep ahead of legislation, developments, and best practice (particularly within the recruitment and staffing sector) and ensure this is reflected in relevant HR Policy as required

PERSON SPECIFICATION
KNOWLEDGE, SKILLS, EXPERIENCE, AND INDIVIDUAL PROFILE

• Demonstrable experience in generalist HR, working in the capacity of a Senior HR Business Partner
• Experience of coaching, guiding, and advising local leadership
• Courageous and able to influence at local senior levels and develop credibility quickly.
• Experience of policy development and implementation within an international business
• Substantial employee relations experience and the ability to translate employment law and employee relations practice into policy /procedures/ guidelines
• Experience of building credible and collaborative working relationships stakeholders and delivering results through others
• Refined HR consultancy skills to develop effective and fit for purpose people solutions.
• The ability to communicate in business terms and understand the business levers that drive performance. A clear commercial drive and focus on delivering business outcomes.
• Demonstrates ethical practice and the ability to take an independent stance and tough decisions.
• Ability to analyse details to see the bigger picture so to realise strategic goals.
• Evidence of leading on change management to drive the right behaviours, service, and process improvements.
• A strong belief in the value of people and the HR function and the personal ability to make a difference to the business through strong partnerships both within HR and across the business.
• Excellent decision-making skills with ability to analyse complex issues, problem solve and produce credible recommendations by exercising a high level of initiative, judgement, and discretion in proposing appropriate actions to be undertaken.

QUALIFICATIONS

• Chartered CIPD or a commitment to working towards is desirable

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