Job Information

Cameron James Professional Recruitment are working with a National business service provider who are looking to appoint a HR Business Partner for a Fixed Term Contract for 12 months.
The HR Business Partner will contribute by delivering the business plan across a function or area of the business, providing strong input into the strategy for own area and influencing business policies and procedures. The role influences the productivity of the business through the level of service/advice given. The role proactively contributes thought leadership in an area of technical expertise to help develop the business, define future ways of working and better meet customer needs and commercial direction. Provides inventive, commercially appropriate and pragmatic solutions to issues faced by senior management, develops action plans for change and ensures the implementation of initiatives through work and efforts of the team.

Responsibilities:

• Understand the end customer, value chain/proposition and financials to identify how HR can best support the business to achieve overall business goals
• Work with Centres of Excellence to develop frameworks/common programmes aligned to business goals
• Understand the value chain/proposition & overall strategy of the BU and as it fits into the overall business strategy.
• In conjunction with BU leaders, define requirements, identify potential roadblocks and solutions in order to achieve business strategy
• Develop and implement BU HR specific strategies and initiatives to support delivery of business strategy
• Understands and translates into strategy and action the overall and business unit strategy; able to speak the business language, and support organisational processes such as the budget cycles.
• Change Management: Balance the needs of the business and employee interests while being attentive to and planning for the implications of change
• Effectively partner in cascade of & tracking the effectiveness of Corporate HR strategy and initiatives; help shape and inform Corporate HR Strategy based on BU experience and input
• Lead workforce planning, organisational design, change management, talent development and organisational culture work to address the needs of the BU
• Advise, guide and support the HRD to ensure the right level of expertise is available within team to provide quality support to business
• Advise, guide and support the BU leaders in adopting best HR practice across BU and ensure policies and practices conform with employment legislation
• Ensure coaching and facilitation support to management and employees on matters of strategic implementation, goal setting and policy development in support of achieving corporate and BU objectives and business growth
• Employee Relations - Facilitate and guide while ensuring statutory compliance and the best possible outcome for the organisation
• Enables and assist leaders who own Employee Life Cycle including but not limited to : On-boarding, Coaching, Performance Management, Development, Transfer, Exit and associated processes to ensure maximum impact, effectiveness and engagement.
• Support BU leader in org design, org structure appropriate to BU’s talent needs
• Workforce planning and restructuring
• Utilizes HR metrics to inform and engage in activities that assist in driving toward shared accountability with the BU


Person Specification:

•Commercial Acumen - Using one’s understanding of the business goals and aligning HR thought, comment, recommendations and process to achieve the overall business goals. Using knowledge of industry trends, and organisation’s position to contribute to effective business strategies and tactics.


•HR Technical/Professional Knowledge And Skills : Achieving and maintaining world class technical and professional skills and knowledge in position-related areas.


•Driving Execution - Translating strategic priorities into operational reality; aligning communication, engagement, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.


•Change Leadership- Identifying, facilitating, consulting and driving organisational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives


•Influence and Coaching - Using Situational Leadership skills to a) persuade key stakeholders to take action that will advance shared business goals, and b) to provide timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.


•Communication - Clearly and succinctly conveying information and ideas to individuals and groups in a variety of situations; communicating in a focused and compelling way that drives others’ thoughts and actions; engages the audience and helps them understand and retain the message.


•Managing Work (includes Time Management) - Effectively managing one's time and resources to ensure that work is completed efficiently.