Roles and Responsibilities
- Working with the Exec/s and their Senior Leadership Teams to develop their people plans that encompasses the future needs for talent development and capability investment.
- Coach and support senior leaders in evolving HR procedures/ people change to equip them with the required skills to implement and embed across their teams
- Work in partnership with all key stakeholders (Comms, Leaders, TU etc) in ensuring they have robust engagement and business readiness plans for people related change
- Attend Senior Leadership (SL) monthly management meetings to ensure key people updates are communicated and leaders are ready to cascade/ implement changes within their respective teams e.g. integrated policies/ processes
- During SL meetings, present available data to inform people plans, e.g. absence, attrition etc (may be manually until system updates have taken place)
- Identify people impacts and provide consistent employee relations advice/ guidance to reach the most appropriate solutions via effective analysis of the situation and risk mitigation to protect the business.
- Facilitate and manage (OCR’s) organisational capability reviews (covering; succession, talent development, strategic workforce planning etc) in partnership with their senior leaders, on a cyclical basis
- Work with the senior leads in dedicated business areas as part of the OCRs to make continuous improvements and further develop strategic workforce planning/ headcount profiling for future requirements working closely with Finance.
- Develop organisational capability plans for each function with robust actions and timely reviews, together with a clear line of sight to other functional activities
- Provide support and input where needed to the development of an integrated set of ‘fit for purpose’ policies and practices
- Support and input to the development and design of integrated T&Cs and grading framework, working in collaboration with HR Transformation, Reward and HR Operations
- Implement, embed, and review organisational design for NWS integration – via agreed organisational design methodologies
- Liaising with Trade Unions in dealing with any people issues that arise from Organisational design activity and day to day case management
Experience Required
- Degree in HRM, Business or related subject would be desirable, or equivalent experience in Human Resource Management - Recognised professional membership and qualification – or working towards it (i.e., CIPD L7-5) or equivalent
- Experience, knowledge and understanding of supporting the implementation of organisational design/ development and working within a true HR business partnering model or a HR generalist team with a designated customer base
- Experience of business partnering Technical, Programme and Engineering type business areas – desirable
- Experience of planning and inputting to projects while managing/ supporting cross functional resources
- Effective coordination and interpersonal skills to collaborate and consult with a diverse set of internal and external stakeholders e.g., customers, suppliers, Trade Unions, regulators etc
- Excellent communication and presentation skills to break down complexities and present the information in a precise manner
- Able to use data, metrics, and evidence to inform and drive decision making and change activities across business areas
- Resilience and ability to deal effectively with ambiguity and change
- Flexible and solutions focused, adaptable, with a proven ‘hands-on’ attitude
- Experience of operating at a HR generalist manager/ BP level and ability to advise and work effectively with senior leaders.
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