Job Information

An exciting opportunity has emerged to become the Senior HR Business Partner (SHRBP) of one of my professional services clients key Business Units based in Leeds.

Purpose of the role:
Reporting directly to the Director Human Resources and working within the leadership team, you will be responsible for providing commercially focused HR solutions that:

Drive and enable successful business performance
Support people through change
Support and Inspire individuals to reach their full potential
Foster a high performing culture
You will also be part of a larger global HR function of over 100 people, including HRBP’s and Centre’s of Expertise in Recruitment, Reward and Talent Development. As part of this team you will be expected to participate and input on wider HR initiatives to support the continuous development of our high performance culture.
The successful candidate will need to be an agile leader, with experience in agile cultural transformation and the ability to resolve organisational issues as they arise as well pre-empt them in order to ensure that the business has the right people, in the right place, at the right time to meet the longer term business strategy. You will be a key member of the Enterprise Solutions and the Technology leadership team as well as a coach and trusted advisor to the GM and Technology Director.

Key Accountabilities/Responsibilities:

Strategy
Engage and support business strategy assessment
Understand the proposition & overall strategy of the BU and as it fits into the overall LN strategy.
Develop and implement BU HR specific strategies and initiatives to support delivery of business strategy, with particular focus on the HR work that relates to driving an Agile Cultural Transformation
For this business unit, the strategy revolves around implementing the Agile way of working, therefore the SHRBP role must lead the HR workstreams that relate to driving an Agile transformation (e.g Objectives and Key Results, Organisational Design, Role of the manager, Performance management, Reward, Values and Behaviours)
Understands and translates into action the overall LN and business unit strategy; able to speak the business language, and support organizational processes such as the budget cycles, resource planning, succession and talent development, recruitment.
Change Management: Balance the needs of the business and employee interests while being attentive to and planning for the implications of change

Business Partnering
Coach and develop the leadership team to work cohesively and effectively ensuring the improvement in the performance of the organisation.
Champion talent management to ensure improved attraction, retention and development of staff which drives the performance of the business and builds the longer term bench strength of the management team.
Lead workforce planning ensuring the short and long term talent requirements are identified to deliver the business strategy and work with the Recruitment and Talent COE’s to execute upon them.
Communicate and reinforce the Company’s values and beliefs about people to develop a high performing organisation.
Drive effective implementation of the performance management processes to accomplish strategic initiatives and build a culture of effective coaching between managers and employees.
Ensure equitable and consistent management of the company's compensation programs working with Compensation and senior management in reviewing business needs and market data to ensure competitiveness within market and ensure retention of key talent.
Identify and manage key metrics and analytics to support decisions driving the people agenda for the organisation.
Support and/or lead business projects e.g. Employee Opinion Survey, Diversity & Inclusion, Recognition etc… as required
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 : manage the ER workstreams to ensure statutory compliance and the best possible outcome for the organization


Key Skills Required:
Proven experience as a Senior HR Business Partner to a global and highly matrixed business.
A minimum of 2 medium-scale (50-100 employees) change programmes that demonstrate
your proven ability to define, lead and implement Change Initiatives in a business unit.
Previous experience of organisational change including TUPE (in and out), due diligence within mergers and acquisitions, post-acquisition integration.
Previous experience in working across multiple geographies
Excellent analytical skills including experience of workforce planning, business reporting and fact based decision making
Business and commercial orientated HR professional who is keenly interested in the customer and commercial aspects of the business.
Passion for performance coaching and management at all levels
Strong communication and influencing skills
Able to operate as part of a larger global HR team
Self-motivated and results orientated
Analytical and curious
Comfortable with change and ambiguity
Able to work as part of a team; collaborative
Ability to build relationships at all levels in the organization



Competencies
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.

BUILDING STRATEGIC WORK RELATIONSHIPS - Developing and using collaborative relationships to facilitate the accomplishment of work goals.

DECISION MAKING - Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences.

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.