HR Manager

PURPOSE STATEMENT

As the HR Manager you will partner the business and support the delivery and implementation of the company’s strategy and charters through people and organisation factors. 

The HR Manager is responsible for supporting the development and implementation of the HR and business strategies for the UK business and collaborating on joint people-related activities across the Region and globally.
There is a significant operational element to this role covering the full range of HR activities including: talent acquisition, Associate relations, organisation development, change management, talent and succession management.
 

KEY ACCOUNTABILITIES/OUTCOMES

1. Manage the operational day-to-day HR agenda for UK business;
2. Responsible for the resourcing/recruitment strategy and it’s effective implementation in to help build and manage the talent and capability pipeline to include campaign design & definition through to conducting selection activities, developing robust assessment methods to ensure that we retain, acquire and develop key talent;
3. Collaborating with the HRIS, Payroll and Reward Specialist to successfully implement a competitive reward strategy and ongoing reviews of reward and remuneration versus best practice. 
4. Input to and implementation of the Organisation Performance (OP) plans for the business functions to support the translation of the local and Regional strategies, as well as the global HR initiatives, into action plans reflected in the Uk &EME Charters. 
5. Lead people workstreams on organisational design and organisational change projects, providing HR interventions to enable delivery of business/functional strategy;
6. Support the VP Human Resources and the UK CEO on activities to ensure that the organisation structure is fit for purpose;
7. Work with the Centres of Excellence to implement local strategies like workforce planning and development, total rewards, talent, listening, culture evolution and engagement.
8. Ensure effective employment relations are maintained.
9. Coach, support and challenge key individuals as part on their development planning process
10. Support the business’ Diversity and Inclusion agenda ensuring that this remains at the forefront of leadership teams’ minds when considering development, talent, engagement and succession.
11. Ensure that working practices comply with Health and Safety legislation;
 

KNOWLEDGE/SKILLS/EXPERIENCE

Experience / Achievements:
• Track record of balancing the operational and strategic HR agendas in an evolving, fast-paced business unit
• Strong evidence of delivering results working with senior leadership and senior stakeholders across a matrixed global structure
• Supporting strategic HR interventions designed to enable business strategy
• Successfully implementing business change projects
• Organisation design and development
• Developing and coaching individuals and teams
• A track record of dealing with complex ER/IR issues Driving successful engagement initiatives

Skills / Knowledge:
• Very strong all-round HR generalist knowledge across, recruitment, reward, development , change management and employee engagement/relations agendas
• Organisation analysis & assessment
• Strong coaching skills
• Ability to translate strategy into workable plans
• Ability to think outside the box
• Excellent communication and influencing skills with experience of building relationships across all levels of the organisation.
• Up-to-date knowledge of employment law and best practice
• Process audits
• Coaching of individuals and teams
• Psychometric tools such as Hogan, SHL MBTI
• Project management
• Welcomes inclusion and diversity and encourages positive behaviours.
• Embraces change proactively and helps delivery against HR and Business Strategy on engagement.
• Is risk aware and builds contingency into plans.
• A collaborative, team player