▪ Working with the HR Director, support the design and delivery of various transformation projects to prepare and support the business through continued growth, and deliver solutions that are modern, dynamic, savvy and inventive to suit their unique culture.
▪ Support the HR Director to establish and build the HR team’s credibility as experts and enablers, so that department heads actively seek guidance and advice from our team on strategic matters.
▪ Provide advice and guidance to department heads to ensure their organisation design is fit for future growth plans and evolving resource needs, and support them on the effective management of any change.
▪ Support department heads to maintain the integrity of their organisation design in balance with a performance based, meritocratic culture by developing and coaching line managers to maintain a principled approach to their people decisions.
▪ Support the HR Director to establish and build the HR team’s credibility as experts and enablers, so that department heads actively seek guidance and advice from our team on strategic matters.
▪ Develop solid relationships with department heads and actively participate in their team meetings where appropriate to thoroughly understand their business needs and priorities.
▪ Identify critical business issues or challenges, and develop well-thought out people strategies and solutions to have a desired impact on the organisation or business operations.
▪ Identify HR trends or updates that may have an impact on our business, and work with department heads to incorporate this into their thinking and plans.
▪ Provide relevant data insights to inform department heads about the status of their departments’ culture and trends in order to help guide decision making, and provide solutions that are best for the business.
▪ Support the HR Director to establish and build the HR team’s credibility as experts and enablers, so that department heads actively seek guidance and advice from our team on strategic matters.
▪ Formulate and implement a learning strategy that will support the company’s future plans and talent needs, as well as employee development and career planning.
▪ Partner with department heads to encourage longer-term planning around talent pipelines, skills requirements, and succession plans.
▪ Drive the development and pipeline of managers across the company to ensure we have the desired levels of experience, skills and leadership capabilities to fulfill the anticipated future needs of the business.
▪ Coach line managers to assess and manage performance levels on an ongoing basis, and to have honest and straight-forward performance and career conversations with their team members.
▪ Support the HR Director in establishing pay and reward philosophies that will enable and support the business strategy.
▪ Maintain the integrity of the company’s Job Level Framework and pay review principles through coaching and guiding managers on compensation philosophies and practices regarding base pay, incentive schemes, merit increases, salary reviews and any other compensation related topics, while ensuring a fair and equitable approach is applied.
▪ Help facilitate a thoughtful and objective discussion on pay and reward by asking questions about what the business is trying to compensate its employees for, and which behaviours to reward.
▪ Reporting to the HR Director, responsible for working with department heads to guide the pay review process and ensure fair and equitable decisions around salaries, bonuses, and promotions.
Inclusion & Belonging
▪ Oversee employee relations issues, while also looking for the root cause of any recurring, systemic or symptomatic issues, supported by research and data-led insights.
▪ Interpret and advise on HR policy to assist in reaching commercially viable solutions and managing associated risk.
▪ Ensure that legal requirements are adhered to across the business.
▪ A strategic mindset, with demonstrable commercial awareness whereby you are able to fully engage with leaders and provide expert, pragmatic, savvy and inventive solutions.
▪ Demonstrable ability to effectively influence and guide leaders, through offering solutions to drive positive change and an ability to flex communication styles to suit a creatively-minded as well as a commercially-minded audience.
▪ Excellent management skills, with the ability to engage, motivate and manage a high-performing HR team.
▪ Experience of working with job level frameworks, and/or managing various pay and reward structures.