Interim Manager HR Consulting - Watford, United Kingdom - Hilton

Description

Please note that as we are able to hire this Maternity Leave cover (12 month Fixed Term Contract), at either Manager level or at Senior HR Advisor level, we have created and posted one Job Requisition for each level role. Please apply for the role that you feel your experience and knowledge is best suited to.

Position Statement

Providing business partner support to line managers and Team Members across allocated corporate functions within the Maple Court office and field and office-based Team Members across Europe, Middle East and Africa (EMEA) on all HR matters, the incumbent will be the day-to-day contact point for employee relations, learning & development, organisational change and performance management. As the first point of contact, the role holder will be able to manage competing priorities as well managing relationships with stakeholders at all levels across the Company.

Together with the day-to-day management of HR matters, the role holder will also provide support to the HR Coordinators and HR Specialists, will be responsible for the roll-out of global HR programmes locally and will contribute to and/or lead specific projects from time to time.

Position Summary

This role reports to the Senior Director HR Consulting and has a focus on employee relations; the role holder will support and coach line managers through all aspects of the employee lifecycle and all employment issues such as performance, absence, disciplinary, grievance and organisational change.

The role holder will partner with global HR Consulting representatives to deliver their priorities within corporate functions. The role holder will also provide support to the HR Shared Services team, who will also support them in their designated functions, and will assist as required with HR processes.

What will I be doing?

Average Percent of Time:

Managing Activities (70%)

• Business partnering with dedicated Corporate functions and global HR business partners, ensuring the role holder is the first port of call for HR assistance and initiatives with their key stakeholders.

• Employee Relations (ER)
o Manage day-to-day ER queries as they arise.
o Raise any concerns to the next level when appropriate to do so.
o Ensure line managers are appropriately skilled and trained in ER.
o Support, influence and coach as situations arise, providing accurate and commercial ER guidance.
o Attend ER meetings on a regular basis as the HR representative (e.g. disciplinary, performance, absence, grievance, redundancy consultation) and provide advice to managers, as well as note taking services where required. Able to respond effectively to all queries of line managers and employees in this area.
o Train and develop junior members of the team starting out in their HR careers on all employee relations matters, coaching them to commence management of lower-level activities and providing support with all related documentation and requirements.
o Work with local HR teams in all countries across EMEA where Corporate employees are based to understand employment legislation and employee relations practices, in order to be able to oversee processes and guide line managers.

• Review and approve employee lifecycle documentation for designated functions, including that related to offers and role changes.

• Responsible for providing local support and guidance to line managers on organisational change initiatives where required, including restructuring, managing redundancies and TUPE.

• Delivery of generalist HR advice and support in all aspects of recruitment, retention, performance management, reward and employment legislation.

• Support the Vice President HR EMEA with the EMEA Operations function from an HR Consulting perspective, including managing talent, succession planning and development activities.

• Supporting the identification and development of talent and capability for designated functions to meet current and future needs.

• Liaise with the Corporate Recruitment team and provide support to managers on gaining approvals to recruit and offer, application, interviewing, testing and selection of candidates.

• Support the drive for enhanced diversity, including actively working with the Generations and Ethnic employee resource groups to design and implement activations for the Corporate population, as well as supporting the expansion of these activities into the Hotel population.

• Responsible for the implementation, roll-out and embedding of HR Corporate programmes and initiatives locally.

• Provide support to the Senior Director HR Consulting and Senior Manager Corporate HR on overall team requirements.

• Lead or support team projects in areas such as wellbeing, diversity, and career development.

• Provide support if required to the annual Great Place to Work submission.

• Partner with the Senior Director HR Consulting to ensure that appropriate people management metrics are provided and used.

• Coach, guide and support line managers on the metrics and seek resolution on issues, e.g. labour turnover / absence.

• Support the Hilton performance management programme and utilise it to its full extent, taking appropriate action where necessary with performance reviews and development plans, career development, talent review and promotion cycles.

• Liaise with the Total Reward (Compensation & Benefits) team on reward to ensure consistency and transparency. Provide advice and support to line managers, HR Consulting partners and function heads as to how to position roles and individuals within banding and how to manage the annual compensation cycle.

• Provide support for relocations within and outside the EMEA region, providing guidance on visa requirements and relocation packages.

• Liaise with other teams as appropriate to ensure delivery of excellent service.

• Ensure the department works safely, reporting any accidents or near misses.

• Coordinate department activities as required to increase the perceived value of HR to all stakeholders.

• Coach, support, and mentor managers in the application of HR policies and practices, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure.

• Partner with line managers on their team's and function's Global Team Member Survey results as required, conduct focus groups, hold reviews to assess progress and support on actions as necessary to improve employee engagement, as well as supporting with the data management for this activity.

• Support overall employee engagement activities for the Corporate population, including wellbeing and recognition initiatives.

• Ensure HR communications and information are readily accessible through the intranet and remain up to date and current.

• Facilitate the embedding of global and local training programmes to appropriate teams across the Corporate EMEA population, including designing, facilitating and improving training courses as required.

Staffing Activities (10%)

• Partner with managers and recruitment team to facilitate the fulfillment of internal hiring needs.

• Provide primary support to the HR Coordinators and HR Specialists; coaching and developing their skills and abilities and helping them manage and prioritise workload.

• Provide support to the leaders of employee resource groups to guide them on effective and compliant ways of working.

Controlling Activities (10%)

• Enforce, and assist in establishing, HR policies and procedures that will improve overall operation and effectiveness and keep track with employment legislation.

• Review and update HR processes as required to ensure effectiveness.

• Oversee proper controls and conduct HRIS audits to ensure data integrity.

• Validate current policies and procedures to ensure continued support of internal business needs.

• Operate within established budgetary parameters.

• Audit and check data for various requirements, such as Global Team Member Survey, Great Place to Work and promotion cycles.

Organising Activities (10%)

• Identify system issues and ensure HR data is updated accordingly.

• Raise any technical / payroll issues.

• Maintain self-generated department correspondence and personnel files, ensuring they meet correct legislative requirements.

• Design and prepare departmental reports, e.g. charts, graphs, tables.

• Create and develop visual and engaging presentations as required, in particular providing support to the Vice President HR EMEA for conferences and major meetings.

• Regularly review and make recommendations on processes in line with business needs and best practice.

• Design and send communications via email and MS Teams to various Corporate populations on key initiatives and activations.

• Organise, or support with organising, on-site initiatives and activations.

• Work independently and with the HR team.

Supportive Functions

In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the supervisor based upon the particular requirements of the company.

• Any and all other job duties as assigned.

Direct Reports

• None

• Non-management supervisory responsibility for the HR Coordinators and HR Specialists when they are undertaking HR Consulting work as part of their development and team support.

What are we looking for?

Skills and Experience

The individual must possess the following knowledge, skills and abilities and be able to perform the essential functions of the job, with or without reasonable accommodation.

Required

• CIPD qualified or equivalent by experience.

• Previous substantive generalist HR experience at a comparable level, including having provided HR advice and support with minimal support, as well as note taking, for all employee relations activities such as disciplinary, grievance, performance, absence, and redundancy.

• Excellent employee relations and up to date UK employment legislation knowledge in all areas; able to provide guidance to line managers and function leads as appropriate.

• Effective communication skills, with the ability to clearly and concisely express ideas both verbally and in writing.

• Confidence in dealing with stakeholders at all levels, with the ability to influence in a positive and effective manner.

• Ability to analyse HR data (financial, recruitment, retention, and/or performance) and make recommendations.

• Absolute discretion and confidentiality regarding sensitive information.

• Excellent interpersonal and relationship building skills that build trust and instill confidence, in order to motivate and influence others, as well as providing support in difficult and emotional situations.

• Ability to take the initiative to identify, prioritise and implement all elements required for the team to fulfill its responsibilities in accordance with core strategic goals.

• Strong problem-solving skills, including ability to effectively address any issue in collaboration with others; ability to proactively identify and prevent potential problems; ability to help develop problem solving skills among direct reports and other team members as appropriate.

• Ability to work well under pressure, balance a high level of workload and effectively handle multiple, concurrent demands and stay on track towards accomplishing organisational goals in a fast-paced environment.

• Ability to manage change, resolve conflicts and ensure collaboration within teams and/or units; including maintaining the highest standards of ethical conduct and integrity.

• Ability to work independently and manage the independent work of other team members as appropriate.

• Ability to provide effective performance feedback to others in team where required and work to ensure the peak productivity of the team as a whole.

• Proficient technical skills with the ability to quickly learn new programmes.

• Previous experience in facilitating training programmes.

• Strong project management skills, including the ability to manage details through to completion and ensure project deadlines are met.

• Some experience of restructuring and redundancy programmes.

• Highly skilled in Word, Excel, PowerPoint, Outlook, MS Teams and HR databases e.g. Oracle.

• Excellent presentation skills and confidence in delivering presentations to senior stakeholders and large audiences, in-person and virtually.

Preferred

• Direct line management or supervisory experience.

• Extensive experience of restructuring, redundancies, TUPE and other organisational change initiatives.

• Knowledge of employment legislation or practices in other countries outside the UK and within the EMEA region, especially France, Germany, the Netherlands, Spain, Italy and the UAE.

What will it be like to work for Hilton?

Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision "to fill the earth with the light and warmth of hospitality" unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all

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