Senior People Business Partner - London, United Kingdom - Tindall Riley

Tindall Riley
Tindall Riley
Verified Company
London, United Kingdom

2 weeks ago

Tom O´Connor

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Tom O´Connor

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Description
HR | Tindall Riley


About Us
Tindall Riley manages three insurance businesses.

The Britannia Steam Ship Insurance Association (Britannia), a mutual P&I Club that provides P&I and FD&D cover to shipowners and charterers worldwide.

The Griffin Insurance Association Limited (Griffin), an insurance mutual that provides professional indemnity insurance to broking firms and MGAs around the world.

The Wren Insurance Association Limited (Wren), an insurance mutual that provides professional indemnity insurance to architectural practices operating in the UK and overseas.


The Role


You will have a developed vision and strategy for business partnering and talent programs that help to create a great culture and employee experience.

The role will be responsible to build, lead and maintain a high performing HR client facing team and will require a developed vision and strategy for business partnering and talent programs that help to create a great culture and employee experience.

The role will drive the development and implementation of integrated HR programs that enable performance, engagement, development and retention


Duties will include:

Business Partnering

  • Partner with business leaders in the UK, Europe and US to develop and agree a people plan, aligned to their strategic objectives and HR transformation milestones
  • Form strong business partnerships with leaders and employees across the business.
  • Provide proactive HR leadership, sound counsel, and influence to all areas and levels
  • Promote continuous improvement in the development of Human Resources acumen of business leaders through coaching and development.
  • Promote continuous development and improvement in the People Business Partnering and wider HR teams
  • Understand organisational needs, analyse trends and partner with both clients and other functional areas as needed to develop and deploy solutions including in the following areas: Organisational design and team effectiveness, Learning and Development, Workforce planning, Succession planning, Leadership and manager coaching, Performance management, Career coaching and mentoring, Change Management, Employee engagement, Employee Relations and Employment law and HR data and analytics.
  • Foster a resultsoriented culture through effective coaching and implementation of performance management process and tools
  • Understand current staffing needs and priorities, as well as future anticipated needs and interview / provide input on hiring decisions.
- "Keep a finger" on the pulse of the organisation by understanding employee perspectives and attending business meetings.

  • Drive the talent agenda by ensuring thorough and thoughtful assessment, individual development and succession planning.
  • Partner with HR colleagues and other functional areas to support and execute functional area initiatives as well as centrally led initiatives that drive the business.
  • Provide input to compensation structure, position analysis, decisions and incentives based on sound understanding of roles, our business and career development.
  • Bring resolution to complex employee and talent related issues.
  • Partner with HR colleagues to ensure consistency in program frameworks and implementation in functional areas.
  • Ensure HR practices are in compliance with regulatory and legal requirements, as well as the company's vision and goals.
  • Work with leaders on Culture to embed the values and behaviours into the organisation
  • Partner with the business to drive the DE&I agenda, the proposed new regulatory D&I requirements and output of employee surveys
  • Deliver workflow efficiencies and team governance through continuous monitoring and evaluation of our people processes through our internal audit programme.
  • Review and evaluation of exit trends to identify patterns, and design solutions to support retention of top talent and feeding back into the business the areas for change.
  • Management of policy design and development, ensure policies and processes, contracts, offer letters, employee handbook etc. are regularly reviewed
  • Lead on strategic projects and initiatives to support the positive direction of the business

Leadership and Team Performance

  • Build, lead, develop and maintain a high performing HR client facing team
  • Work with L&D Business Partner to influence and build a L&D proposition globally including training and development, development of a new performance management approach
  • Oversee and lead on the L&D proposition to embed talent management strategies within the business, including strategic workforce planning, talent mapping, succession planning, and career development pathways
  • Support Talent Acquisition with interviewing and partnering on workforce planning needs
  • Work with the TA and HRBP Asia on identifying and developing talent within the business.
  • Lead and oversee the HR agenda for other areas of the business supported by the PBP.
  • Ensuring the development of the HR team and acti
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