HR Business Partner - Commercial

Strategy:

• Partner with HR colleagues and leaders to develop shared insights, priorities and activities as part of the organizational plan and strategy.
• Act as a project manager for specific HR projects internally and externally with the business lines in employee engagement and people programs as well as participating in functional and cross-functional initiatives.
• Develop and implement people policy and process solutions to address risks and opportunities and align with HR strategy and plans.
• Lead and influence change with and across areas to support implementation of major change initiatives.
• Promote the value and business impact of diversity and inclusion with peers and managers.
• Coach and build capability of managers to handle situations with skill rather than managing the issue for them.
• Work with managers and employees to provide people management and development, and legal direction, advice, challenge and support.
• Provide expert advice and coaching to employee where appropriate
• Guide business lines managers in setting SMART objectives, KPIs' and spot check on the quality of the objectives.

Change culture:

• Train and coach managers to manage performance on an ongoing basis and to have honest and straight performance conversations.
• Coach managers to communicate clearly to employees on performance and reward matters, seeking to avoid conflict.
• Ensure that policies, processes and information technology are fit for purpose, in service of efficient and effective delivery and flexible enough to respond to changing service needs
• Develop the business case for significant change programs and manage implementation in support of major service model restructuring.
• Assess organizational culture and support changes by amending existing policies, processes and communications to deliver strategy and goals.

Resourcing & Talent planning:

• Develop in-year plan to fulfil resourcing and talent needs in one or more specific areas (including external and internal resourcing).
• Manage resourcing and talent processes, ensuring they are fit for purpose to deliver required outcomes.
• Implement and manage the organization-wide succession planning process and methodology, ensuring integration across other critical people processes
• Advise and make recommendations to managers about when to resource externally or use internal talent to build short-term capability.
• Ensure recruitment policies and approaches are regularly refreshed to remove bias and prevent discrimination.
• Work with managers to ensure that new starters and transitioning employees undergo appropriate and supportive induction.

Learning & Talent Development:

• Collect and analyze data on capability and learning needs of the organization
• Identify team and individuals capabilities levels and gaps within teams that affect organization performance
• Assess the capabilities of potential future leaders in the development against organization’s future challenges
• Partner with managers to implement development, deployment and career management processes.
• Support and coach managers and supervisors to build leadership competence
• Administer talent management processes and keep detailed records of talent data.
• Support the development of talent pool members by coaching them on their career and development plans.
• Facilitate internal and external learning events and workshops
• Evaluate learning and talent development initiatives for effectiveness, business relevance and efficiency, and continually seek ways to improve learning activity.