Salary and benefits Competitive depending on experience plus generous bonus, private medical cover, 38 days annual leave, excellent pension, 12x salary life assurance, career breaks, income protection, 3x volunteering days a year and much more. Flexible working All of our roles are open to part-time, job-share and other types of flexibility. We will discuss what is important to you, and balancing this with business requirements, during the recruitment process. Who we are SunLife is a market leader in its core products with ambition to further diversify product and customer offerings to attract and retain new customers in the over 50s sector. Our vision is to offer customers simple, straightforward, affordable products and utilising effective, innovative marketing across multiple channels is one of the keys to our success. With 120 colleagues based in our vibrant central Bristol office, we have a thriving culture, a creative approach to our work and we’re fast-moving, passionate, and dedicated. Role Purpose: The HR Business Partner is a 6-month fixed term contract role at SunLife and is a great opportunity to partner with a vibrant purpose led business. Working as a genuine business partner enabling delivery of the people agenda to provide expert consultancy, at a multi-disciplinary specialist level and enable successful delivery of SunLife plans. You’ll be using your skills to influence stakeholders and leadership teams in line with people strategy, governing policies, legislation and appropriate regulation. We are looking for a lateral thinker, capable of delivering innovative and pragmatic solutions at pace and through others where required with excellent communication skills and the ability to balance projects alongside BAU activities. Key accountabilities : 1. Work closely with the Head of HR and/or HR Director for aligned area of the business, providing proactive, strategic, and trusted advice, counsel and challenge to senior leaders. 2. Help to enable the delivery of both the Group strategy and their underpinning local business area strategy. 3. Represent HR to the business, and aligned business area to HR, work collaboratively with HR centres of excellence to deliver the best outcome that meet the business needs whilst taking into consideration commercial factors. 4. Understand the skills and capabilities required for aligned area of the business to be successful both now and in the future, driving actions to ensure these are in place for the areas aligned and in conjunction with the wider Group needs. Quality standards and workflow plans are in place to maximise use of resource. Organisational Design • Work with the business and wider HR Business Partnering team to lead and contribute to organisational design work within enterprise guidelines and connect ‘local’ OD into pan-enterprise / transformation OD. • Ensure regulator obligations are met and accountabilities are clear as part of Organisational Design activities. Talent, learning and DE&I • Work alongside the centre of excellence and wider HR Business Partnering team to support and deliver a Diversity & Inclusion plan for aligned area. • Contribute to effective workforce planning to ensure an appropriate workforce mix, minimal KPDs and capabilities to deliver against business plans. • Support high potential talent to develop and move around the organisation. • Coach senior leaders, provide feedback on performance and input on development planning. Data & Policies • Ensure HR data is current and maintained regularly. • Analyse workforce planning, headcount data, and other people related MI to inform the resource plan. • Review and monitor the internal HR data and trends to consider what interventions are required. • Understand and implement regulatory (SM&CR) requirements. Reward • Support Managers in applying discretion, ensure adherence to deadlines and budgets. Educate and embed reward philosophy and principles in local business areas. • Use and apply Reward evidence to support business cases or strategies. Culture • Drive a performance culture through feedback and continuous improvement initiatives. • Proactively promote Phoenix Flex to create a flexible working environment and encourage greater diversity. • Drive the delivery of the ‘Big 3’ culture levers and work to remove blockers to culture change. Communications & Engagement • Provide regular updates on the people strategy and progress against it. • Review Peakon scores and insights to ensure initiatives are developed to promote good colleague experiences. • Request ‘deep dives’ into any areas of concern and drive action plans. • Encourage leader participation in the Peakon tool. Stakeholder relationships and HR guidance • Act as a trusted confidant and counsel to aligned leaders, providing expert consultancy, at a multi-disciplinary or deep specialist level, to support and enable successful delivery of business unit plans. • Use technical knowledge, skills, and experience to influence stakeholders and leadership teams in line with the People Strategy, governing policies, legislation, and appropriate regulation. • Use data, metrics, and other information to develop insights to identify opportunities for improvement and develop proposals that bring about positive change, reinforcing and underpinning business objectives. • Provide HR guidance on business change activities such as TUPE, acquisitions, outsourcing or the set up of new growth channels. SunLife Specific HRBP accountabilities SunLife operate as a satellite business unit. Whilst owned by the Phoenix Group, Sunlife Ltd is a standalone employing entity with a separate P&L and board. The HR systems are not integrated within the wider group model. Whilst T&C and policies are aligned, HR operational activities such as payroll, HRIS, talent acquisition and employee relations are managed with the local SunLife People Team: • Expert people advice consultancy supporting employee relations Complex Case Mgt & line 1 including performance improvements, grievance, disciplinary, mediation and employee wellbeing. • Support HR Operations Manager and people managers with talent acquisition campaigns, through sourcing and selection processes • Coordinate the annual performance management process cycle including timescales, comms, manager support, data and calibration in line with Group processes. • People Policy owner and interface with group policy to ensure HR policies are updated and they are communicated clearly to all employees. Applying consistent HR practices across the organisation. Advise on policy changes based on business needs or legal requirements. • Conduct & Fair Customer Outcome responsibilities - Putting customer’s interests at the heart of how we conduct business. Demonstrated through your individual behaviours with a clear focus on treating our customers fairly and delivering the right outcomes at all stages throughout the product lifecycle. • Phoenix Culture – Ensure you positively demonstrate and evidence the Phoenix Big 3 and Leadership/Personal imperatives supporting the delivery of fair customer outcomes. Stakeholders: • Head of HR • Senior Leadership Team • People Managers • Outsourced HR partners • Phoenix Group counterparts Skills & experience required: • Excellent communication skills. • Strong influencing skills. • Deliver through others (CoE’s and HR consultants). • Confident in managing multiple stakeholders. • Can think independently and is able to apply best practice HR to a variety of straightforward situations. • Customer focus. • Confident with managing and analysing data. • High levels of flexibility and ability to work through ambiguity. • Able to take the initiative and work autonomously. • Able to effectively collaborate with the wider team to ensure consistency/integrity of approach. • Commercial acumen and cultural awareness. • A flexible coaching approach with the ability to adapt personal style to achieve stronger relationships and better business and people outcomes with a wide range of internal stakeholders. • Ability to facilitate change. • Proficient level of employment law knowledge • Preferable: CIPD qualified and h as worked in a BP led dynamic HR function Environment SunLife is a small business with around 120 people in our Bristol office. But don’t let that mislead you when it comes to our ambition! We’re part of Phoenix Group, a FTSE 100 company with c12 million customers and c£270bn of assets under administration. So when you work for SunLife, you become part of a close-knit, agile enterprise – with the expertise, benefits and financial backing of one of the UK’s leading businesses. We want to hire the whole version of you We are committed to ensuring that everyone feels accepted, and we welcome applicants from all backgrounds. If your experience looks different from what we’ve advertised and you believe that you can bring value to the role, we’d love to hear from you. If you require any adjustments to the recruitment process, please let us know so we can help you to be at your best.