Job Title: HR Projects Manager / Coordinator Salary: £75,000 per annum Location: Suffolk / London (Hybrid Working available) Job Purpose / Overview The HR Project Manager will own, plan and deliver a portfolio of people-related projects crucial to the success of Sizewell C and the efficiency and effectiveness of the Human Resources function. These projects will be wide-ranging in topic and encompass the complete employee lifecycle. The job holder will possess a deep understanding of all aspects of HR at the management level and demonstrate the vision, planning ability and drive to generate positive outcomes in the most efficient manner possible. This role requires exceptional leadership, organisation and communication skills as well as the ability to multitask and prioritise activities. The job holder will work with a wide range of internal and external stakeholders including the Sizewell C Executive team, senior leaders, colleagues within and across company boundaries and external vendors to ensure projects are delivered and timelines, budgets, and objectives are met. You will monitor project progress, identify any roadblocks or issues, and implement corrective action plans to address them. A key aspect of the role is to be able to effectively communicate with stakeholders so you must have exceptional communication and collaboration skills as well as the ability to analyse information, demonstrate leadership, and build and manage effective working relationships. The job holder will deputise for the Head of HR Operations on a range of cross-cutting people topics. Contextual Information Sizewell C's business is to design, finance, construct, commission, operate, maintain and eventually decommission the nuclear power plant and related infrastructure at Sizewell C in Suffolk. Overall, whilst the Company is in the construction phase, the Boards' principal focus is on the development and construction of Sizewell C on time, on budget and to the highest quality and safety standards. The Company is maturing to meet all these requirements. Sizewell C is economically regulated by OFGEM under the RAB model similar to other UK electricity distribution networks and Thames Tideway. Sizewell C construction strategy is to replicate the design of Hinkley Point C, using the majority of the same supply chain, but innovating in the way it is delivered to achieve savings in time and cost of around 20%. The CCO will need to be guided by and incorporate lessons learned from the Hinkley Point C commercial delivery to achieve Sizewell C's ambition. Following Financial Completion and Revenue Commencement, Sizewell C is fully funded and is owned by; The Secretary of State for Energy Security and Net Zero representing HM Government, La Caisse, Centrica, EDF and Amber Infrastructure. Principal Accountabilities, Activities and Decisions Lead and deliver a portfolio of people-related projects and initiatives to ensure the success of Sizewell C and meet the objectives of the HR Director and People Strategy. Create and enact plans to implement key strategies and activities to support the Sizewell C Project and evolution of Sizewell C as a company. Work with the HR Director and Heads of HR to develop a suite of people strategies with accompanying objectives and action plans that align with strategic business goals and priorities. Identify, develop and promote an enduring people offering with an emphasis on embedding the SZC values, enhancing leadership behaviours and supporting the key people priorities - resourcing, skills and culture. Create employee engagement and well-being initiatives that take on board employee feedback, promote a positive workplace culture, offer learning and development opportunities and provide recognition. Plan, manage, launch and embed people-related projects to boost HR effectiveness in the organisation. Deliver HR inputs into wider Sizewell C initiatives that support the corporate and project objectives. These can include (not exclusive), people system implementations, procedures and processes, strategic reward, development and ED&I activities. Establish clear goals and objectives for all projects to ensure everyone is aligned and working towards the same outcome. Ensure all projects are effectively resourced - people and budgets - and ensure effective use of resources in line with expectations of managing public money. Build strong and effective working relationships and regularly engage with project sponsors, stakeholders and various business teams to determine project requirements and ensure timely completion of projects. Evaluate project success, ensure organisational learning, and demonstrate the positive impact of HR initiatives. Deputise for the Head of HR Operations on a range of cross-cutting and cross-company people topics. Dimensions Establish and manage cross-functional teams as required to deliver projects. Teams will vary in size and may include internal and external resources. Run with a changing portfolio of concurrent projects, meeting challenging deadlines, managing multiple stakeholders and managing limited resources to best effect. Key stakeholders are Sizewell C HR Director, Sizewell C Executive Team, Heads of HR, Sizewell C Senior Leadership Team and internal and external subject matter experts. Financial (For example: Investments, Funding, Budget or Programme costs) Budgets will vary and will be dependent on individual projects. Likely to be up to £200k per annum but e.g. system implementations could be more. Risk (for example Capital, Project or Performance risks) Non-delivery of people projects risks Sizewell C's ability to resource the project impacting our ability to meet regulatory licence and permit conditions, securing investment and developing the Sizewell C company. Other (for example: Complexity, Impact and Interdependencies) The HR Project Manager operates in an ambiguous space, establishing multi-disciplinary teams, securing budgets, managing challenging internal and external stakeholders and relies on exceptional relationships and effective communication and engagement skills to deliver the wide-ranging portfolios of activities. Knowledge, Skills, Qualifications & Experience Knowledge & Skills Essential A good understanding of HR policies and procedures Be able to demonstrate exceptional project management proficiency Be able to effectively lead, plan and execute projects while minimising disruption to business processes Have a results-oriented mindset, pay attention to detail, and consistently meet project deadlines. Expert computer literacy including project management software Proven team leadership ability - especially matrix teams brought together to deliver a specific project or initiative A self-starter able to navigate complex and ambiguous organisations and an ability to work under pressure Excellent written and verbal communication skills Conflict-resolution and problem-solving ability Exceptional relationship builder and skilled at senior and sensitive stakeholder engagement An excellent understanding of changing HR landscapes and how they may impact the organisation. Qualifications & Experience Essential An evidenced track record of managing portfolios of high-profile HR and people projects from start to finish An experienced project manager with time spent delivering people-projects Experience in leading cross-functional teams, managing budgets, and analysing data Desirable Recognised project management or HR qualification Experience of working in a new or growing organisation. Experience of working on a major construction project would be beneficial but not required Key Competencies Behavioural Competences Humility Recognise the value brought from different cultures and experiences Be open to other's points of view and ideas, be willing to debate and to compromise Positivity Positively challenge poor quality and performance Identify solutions at the lowest possible level Encourage tier 1s and others to bring new ideas forward Respect Value the rules and environment in which we operate Give and receive feedback with respect Embrace and engage with new people and ideas Solidarity One team, working closely together and helping each other Empowered teams always looking forward. Shared responsibility for delivery the project outcomes Clarity Communicate clearly and consistently Promote collaboration and team alignment Clearer and faster decision making Drive simplification at all levels