Regional People Manager - London
This role will play a pivotal part in executing the Group People strategy in line with commercial objectives set by the business unit. As a key member of the People team, the People Manager will be responsible for providing a proactive service to the JD Brand Retail function. In conjunction with the Senior People Business Partner, the role will lead and support on various projects/working groups, internally and externally to support business objectives, influencing the key stakeholders to ensure the People strategy is reflected in all decisions and actions taken.
Responsibilities:
* Building trusted relationships with stakeholders and leaders in the business unit to understand and achieve objectives.
* In conjunction with the Senior People Business Partner, develop and implement People strategies and initiatives aligned with the overall business strategy.
* Provide guidance on change management, employee relations, performance management, compensation and benefits, policy & process and diversity & inclusion.
* Support with retention strategies, identifying potential issues and supporting decision making to increase colleague engagement.
* Coaching, supporting and mentoring line managers to promote a full understanding of Group policies and values in order to promote a positive JD people culture.
* Provide expert advice on disciplinary, grievance, absence management and performance management cases, working autonomously to manage and resolve a range of complex cases empathetically, conducting thorough and objective investigations and communicate outcomes clearly and articulately with the aim of minimising appeals taking a “hands on” approach where appropriate.
* Analyse trends and metrics in partnership with senior key stakeholders within the People team to develop solutions
* Continual professional development, sharing emerging trends to support the development of people strategies.
* Responsibility for conducting exit interviews, analysing and identifying outputs to identify areas to improve the overall colleague experience.
* In collaboration with CoE’s analyse the output of annual engagement survey data, to support with departmental people change initiatives.
Competencies:
* Stakeholder management: Ability to work effectively with others including senior leaders in an environment susceptible to change. Works to build relationships to create a collaborative environment where listening, consulting, and proactively communicating is key.
* Data analysis: Ability to collect, analyse and interpret numerical, verbal, and other types of people data to inform decision making.
* Change management: Adapts and responds positively to organisational change and ambiguity, making positive use of the opportunity change management creates.
Skills and Experience:
* Level 5 CIPD qualification or equivalent.
* Current in-depth knowledge of HR legislation and best practice procedures.
* Proven as a HR generalist, having supported with significant organisational change and employee relations cases in a complex business environment.
* Strong proven experience of stakeholder management