HR - Senior Appointment - Financial Services
Head of Business Partnering and Performance Enablement - Acting as Head of Business Partnering, you must drive the performance through effective employee relations, engagement and people management.
The successful applicant will take ownership for the successful delivery of strategic HR services by supporting the wider HR team in delivery of their Strategic People Plans.
Your Responsibilities:
Strategic People Partnering
- Establish, communicate, and execute the strategy, goals and objectives for the HR Business Partnering area reflecting current and future business needs in the development and implementation of strategies and plans aligned with strategic enterprise objectives
- Lead on the design, delivery and execution of the Group Wide Strategic Workforce Planning Initiatives mobilised through the Business Strategy
Organisation Model Design / Change Management
- Be a dynamic agent for strategic change by advocating and driving change across the business and within HR
- Work with the business to think through and deliver against the people requirements of business as usual and/or change activity to identify and diagnose areas of challenge with regards to the people elements of the business or the business case
Strategic Performance Enablement
- Develop and champion the Group-Wide Performance Enablement programme and take ownership for the Performance Enablement Policy
- Oversee people performance across the group from objective setting to calibration meetings to drive an Inclusive High Performing Culture
- Monitor the performance of employees within the group identifying high performing teams
- Work with all relevant stakeholders to transform the organisational performance culture in line with the Culture Charter
HR Service Delivery
- Through personal insight, or leveraging HR colleague expertise, embed HR in the business by providing a full proactive HR Partnering Service
- Be appropriately involved in the provision of a variety of HR Services including strategic workforce planning, managing performance enablement, and complex case management
- Take ownership for the successful transition of the HR Partnering function away from a focus on process administration and compliance, with a specific focus on ensuring the interactions between senior business leaders and HR are business focused and value adding - through Strategic business planning, Talent and Succession Planning, Performance Conversations and engagement with Business Leaders and Management teams.
Risk Management & Control
- Drive a risk aware culture that is aligned to the risk appetite of the group
- Ensure all activities operate in a manner that is fully compliant with employment legislation, regulations and best practice standards
- Proactively identify risks and put in place mitigating and control factors and, where they arise, remediate issues in a timely manner and in a fashion that future-proofs the process
- Comply with Group Risk and Control Matrices (Risk and Control Self-Assessment and Risk and Issues Event Management), and above all, deliver a compliant and well-governed service
Lead an inspiring Culture
- Provide inspiring leadership through performance management, coaching, recognition and development for your teams and exemplify culture by continually demonstrating our Leadership Behaviours
Stakeholder Engagement
- Manage engagement and interaction with key senior stakeholders across all other business areas to build strong relationships that will support the embedding of Strategy in a cooperative manner that enhances colleague experiences across the lifecycle and in well-governed and compliant manner
- innovation and improvement in HR's infrastructure and processes
Essential for this role
- Ability to independently and effectively manage Employee Relations cases in line with company procedures and processes; preventing escalation and mitigating risk
- Experienced in providing HR lifecycle support and providing advice and guidance on people issues / queries
- Excellent understanding of current employment legislation and its application
- Excellent interpersonal skills particularly around problem solving, facilitation and collaborative decision making
- Demonstrable track record using HR and other metrics to facilitate problem solving and decision making
- Strong follow through skills and a 'can do' attitude
- Demonstrates strong business/commercial acumen
- Excellent communication, presenting and written skills
- Excellent computer skills (Excel, Word, PowerPoint, Access etc.
All interested candidates should send CVs to Susan Nix -
