Stafford Park 1, Telford, Shropshire, TF3 3BD – a minimum of 2 days a week with the flexibility to work from home. Nationwide travel is required on occasions (once or twice a month) to visit other businesses within the Group
Competitive salary + annual bonus based upon the achievement of agreed KPIs
Private Medical Insurance, Pension EE contribution 3% / ER contribution 5%, Life Assurance x 2, SIP, 25 days annual leave + 8 BHs
Responsibilities:
ROLE PURPOSE:
* The Senior People Partner works in partnership with the Luceco Group’s leadership team to achieve their strategic goals by helping them to build people capability and raise the performance of their teams.
* The Senior People Partner acts as a consultant to the Group’s leadership team and uses their HR expertise to diagnose business challenges and in conjunction with the wider “People Team”, creates seamless people solutions that add value and minimise risk.
* The role is key to implementing group-wide People initiatives, influencing leaders, improving colleague engagement, and supporting the management of change.
SCOPE OF ROLE:
Leadership:
* This role will regularly provide support, supervision and mentoring to other “People Team” members as well as colleagues assigned to their projects or initiatives.
* High degree of self-leadership, working autonomously and independently, subject to provision of results.
Nature and Area of Impact:
* Partners with the Luceco Group which has medium-high complexity and change agendas.
* Provides consultancy, diagnostic and advisory services to the Group that directly impacts on the execution and performance of strategic business goals, culture and cost.
Budget/Financial:
* No direct budgetary responsibility.
KEY RESPONSIBILITIES:
* Has a good understanding of the groups business strategy and associated people strategy. Is able to translate these strategies to design, develop and deliver an effective annual people plan to support each function and the business as a whole.
* Provides people data and insight to the Group’s leadership team that diagnoses strengths, opportunities, risks or threats from people perspective.
* Uses data driven insight to guide the development of people priorities and uses data to produce evidence-based business case for change to people priorities.
* Provides the People function with insight on business function priorities in a way that shapes and guides the development of people solutions and initiatives that drive purpose, culture and strategy.
* Collaborates with other areas of the “People Team” to develop specific people solutions and initiatives that meet the Group’s strategy and its people priorities.
* Supports and enables the Group’s leadership teams in the operationalisation of key people practices such as reward cycle, workforce planning, talent & succession management, capability development, learning, performance management cycle and engagement & well-being activity in a way that builds culture, capability and raises performance of those teams.
* Enables the Group’s leadership team to deliver organisational change at pace and scale by providing change expertise from both a cultural and ER perspective.
* Develops strong collaboration networks and relationships that enable greater influencing of people- centric actions and outcomes across the Group.
* Coaches the leadership team to develop the knowledge, skill and capabilities they need to deploy effective people practices and develop an inclusive culture that is purpose and values-led.
* Oversees any emergent complex employee relations cases to a satisfactory conclusion.
KEY RELATIONSHIPS:
* Partners with members of the senior leadership team and heavily influences the people strategy within the Group.
* Make recommendations and influence at SLT level.
* Acts as a mentor for others within the “People Team”.
* May be required to influence external third parties, such as recruitment partners or external consultants/partners working with the Group on strategic business initiatives.
KEY DECISIONS:
* Perceived to be a specialist within their field and possess an in-depth knowledge of all areas of the business, resulting in confidence from the business in decisions made.
* Regularly provide support and guidance to Senior Leaders on complex and high impact People decisions, often in unique and paradoxical circumstances.
* Evaluates difficult problems and come up with resolutions, drawing from technical knowledge and experience and will regularly apply own judgment where the situation appears to be unique. Where appropriate, seek advice or guidance from the Director, People & Talent.
* Required to constructively challenge senior leaders and hold the business to account for high standards of integrity and ethics.
* Ensure that any decision taken protects and minimises the risk to the Company.
1. Educational and/or professional HR qualification.
2. Passionate about people and making a positive difference to colleagues working lives.
3. Excellent in-depth knowledge and understanding of HR practices and employment law.
4. Commercial acumen and understanding of the operational levers which drive success in the organisation.
5. Strong evidence of capability to build strong working relationships, collaboration skills and act as trusted advisor to senior stakeholders.
6. Organisational diagnosis skills i.e. able to see what organisation, people or behavioural changes are needed to raise business performance.
7. Knowledge and experience of leading organisational development interventions.
8. Knowledge and experience of facilitating change successfully in a commercial environment.
9. Solid working knowledge of local (UK) employment law, with knowledge and experience of redundancy and TUPE.
10. Highly developed verbal and written communication skills.
11. Excellent influencing and mediation skills.
12. Coaching skills.
13. Strong planning and organising skills.
14. Excellent judgement and decision-making capability.
15. Ability to confidently use data to drive evidence-based decisions and deliver people insight to the Group.
16. Confident, assertive and challenges constructively for better outcomes.
17. Demonstrates a growth mindset and continuously updates own knowledge and skill-set.
Contact:
If you are interested please submit your CV and covering letter detailing how your experience meets the job requirements to Lace Dance, HR Manager at lace.dance@luceco.com .
#J-18808-Ljbffr