As a fully integrated member of the global HR team, the UK HR Business Partner (HRBP) provides the Gwent site with true partnering activity and insight, proposing solutions and alternatives to enable managers to make business decisions on areas such as workforce planning, departmental structures, performance management, reward & recognition, employee engagement, succession planning and employee relations.

From time to time there the HRBP will lead and/or be involved in project teams, often involving project team members outside the HR function.

The UK HRBP will deputise for the Group Head of HR in project and senior business level meetings. This role has the potential for a large degree of business exposure and the incumbent will need to be comfortable operating across different levels, at all times acting as a good ambassador of the wider team.

Key Duties and Responsibilities

Within your role, your key duties and responsibilities include but are not limited to;

• Develop strategies and succession plans to manage, retain, and develop talent to support current and future organisational needs.
• Create innovative plans that enhance employee engagement and build on the employer brand.
• Use analytics to make data-driven decisions that enhance business performance and increase employee engagement.
• Build management capability through coaching and challenging people management decisions.
• Advise on UK HR legal and employee relations matters to ensure consistency, legal compliance, and avoid risk.
• Plan and implement HR initiatives and projects aligned to HR’s strategic planning process and business-driven initiatives.
• Be an ambassador for the function and represent HR internally and externally, showing curiosity and insight on industry trends and emerging initiatives.
• Lead on a variety of Global HR projects
• Lead on UK change management programs
• Lead on Global Job Evaluation and Pay Planning
• Collaborate with key stakeholders to pro-actively improve and enhance work processes that support business initiatives and employee experience.
• Be the Sage People superuser, liaising with Sage on escalations and future enhancements
• Maintain a good working relationship and clear communication paths with HR colleagues and other support functions to ensure all activity relating to employees is consistent and efficient.

Job Description

• Provide coaching and upskilling of the wider HR team where required
• To apply knowledge around legal requirements and geographic regulations to ensure that HR policies and guidelines remain compliant and current.
• Represent the Company at personnel-related hearings and investigations.
• Put forward ideas on process improvement.
• Ensure that systems used for tracking headcount, attendance and absence are used and functioning to the best of the systems’ capability.
• To act as employee liaison as required.
• To ensure that new employees are given an excellent onboarding experience.
• To develop and report HR metrics as required and compare to benchmark data.
• To take care of sensitive employee data and at all times maintain the strictest of confidentiality.
• To always work in accordance with company standards and regulatory guidelines
• To actively meet individual, team and company aims and objectives.
• To display company core values at all times.
• To behave in a positive and professional manner.
• To demonstrate clear and concise written and verbal communication skills.
• To be highly self-motivated and organised.
• To demonstrate excellent customer care skills.
• To provide suggestions that will contribute to the development of the Company.
• To work as part of the team and help foster good working relationships.
• To actively keep updated with the company’s products and services.
• To keep up to date with relevant industry developments.

Role requirements

1. Degree educated in a Human Resources/Business-related field.
2. Level 5 CIPD qualified. Level 7 post graduate HR qualification desirable.
3. Evidence of CPD.
4. Strong HR generalist with a proven background in all aspects of the employee life cycle including recruitment, talent, organisational development, employee engagement and ER.
5. Adept demonstrable knowledge and experience in the application of UK employment legislation and ideally Job Description working knowledge of other labour laws in EMEA.
6. Proven track record in change management, ideally experience in M&A.
7. Proven track-record of successfully coaching and developing inexperienced managers through to experienced senior managers on people matters and a range of employee relations matters.
8. Hands on experience of using Job Evaluation tools with experience of leading on annual pay planning process in a medium sized company.
9. Hands on experience of working with and running reports from HCM software systems, ideally Sage People.
10. Experience working in a matrix environment in partnership with HR professionals and business leaders including global initiatives.
11. Strong adaptability, flexing style and approach to work with individuals with multiple and differing priorities.
12. Solution oriented with innovative problem solving that enables pace and shows good business acumen.
13. Strong and credible communication and people skills.
14. Adept planner, strong prioritisation and personal organisation.
15. Decision making and assessment.
16. IT literate with strong excel, word and powerpoint skills.
17. Multi-lingual in German desirable.