Senior Manager/ Manager HR

The purpose of this role is to provide expert HR and commercial knowledge to partner strategically with the business. The role is aligned to the business’ values and business strategy and achieves commercial goals through the delivery and implementation of people strategies. The role could be generalist in nature or focussed on a particular specialism within HR, for example, Employee Relations. The role will partner closely with the expert network and depending on the resourcing could be performing expert responsibilities more hands on.

Job Description:

Key responsibilities:

• HR strategy. Supports development and delivery of market/client group HR strategy and leads the communication, implementation and measurement of key people initiatives andprogrammes within own business area in order to support a vibrant, fast-paced and high-performance culture
• Senior Business Relationships. Builds strong partnerships and acts as a confidante, coach and constructive challenger to stakeholders
• Talent Strategy & Management. Uses career and talent framework to develop the careers of our employees through roles and assignments that will provide unique opportunities to build experience and skills
• Business Management. Has a clear understanding of the organisational capabilities and how best to develop those capabilities through the HR strategy. Develops a robust understanding of business financial performance and commercials. Provides inputs to the budget and planning process as needed
• Change Management. Leads and/or supports business leaders in key organisational change management initiatives (M&A’s, organisational culture change, business process re-engineering, reorganisations). Supports the senior managers and HR Director in change of organisation design and resource management as needed
• Career Development. Works with our line leaders, leveraging the framework provided by the talent team to ensure that engaging career development plans are developed and implemented for our employees
• Performance Development. Drives an effective approach to performance development with line leaders. Supports business leaders in providing effective feedback to motivate high performers and improve poor performers or deal with the lack of performance as needed
• Employee Relations. Solves key employee issues which might pose a significant risk to the business and organisation in own business area
• Vision and Values. Ensures that our people practices are effective in embedding and reinforcing our values and that we develop our leaders to be strong ambassadors of the vision and values
• Employee Engagement. Mobilises commitment and accountability for employee engagement through senior managers and acts as a support and advisor for line leaders in the area of Employee engagement. Leverages insights from Check In Survey
• Diversity. Champions a more diverse workplace by acting on HR initiatives that will drive change

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