HRbp (3 Days a Week) - London, United Kingdom - OME for Fortnum and Mason

Description

• Understand the leaders and functions in the organisation
• Assess the maturity of the teams and understand the greatest opportunity to develop
• From discussion form People Plans for each function aligning with the overall business and People strategy
• Work with specialists and other People team members to deliver People strategy, business plans and a consistent approach
• Drive process through leaders and their teams
• Identify and preempt issues supported by the HR Advisor

• Identify causes of employee attrition
• Work with leaders and managers to find resolutions
• Implement initiatives to improve retention
• Embed performance management culture including using process and forms where applicable and working with L&D Manager to drive and implement
• Include supporting early intervention with underperformance
• Ensure core people processes are briefed, trained and reinforced where applicable
• Drive engagement action planning and drive retention improvement using MI in order to improve moral, retention and output
• Use MI to facilitate discussion on team and organisational understanding and performance
• Discuss development plans in conjunction with L&D
• Address issues of team or individual underperformance and work with ER/L&D on interventions
• Organisational compliance through overseeing good ER practice supported by ER specialist including being a pragmatic decision maker on cases
• Pay benchmarking lead the data collation for the operational teams where appropriate
• Support the business change through Ampersand and beyond including implementation of comms, training (with partners in the People Team) and also any resulting job change, skills gaps and recruitment
• Identify and support management of high potential and critical people (light touch)
• Support managers to deliver quality recruitment on time
• Facilitate development interventions including moves across functions, secondments, projects
• Find ways of improving interdepartmental working
• Ensure cascade of appropriate comms
• Coaching leaders as appropriate
• Act as trusted advisor for business leaders business improvement activity including helping to shape their thinking, positively challenge assumptions, identify potential solutions, support with proposals
• Embed values and support appropriate behaviours
• Developing People plans for the functions/departments around this

• Mentoring the HR Advisors
• Reviewing policy and process and working with other team members to update, socialise and embed
• Lead and embed manager skills training
• Identify risk and opportunities
• Budgets including track invoices against expected costs for agency and advertising
• Support business area with budgeting process and development
• Briefing out the HR operating model; briefing out processes as they develop
• Check in on probations reviews
• Check in with new employees where possible
• Identify trends general absence, overtime, etc.
• Outline implications of these trends to managers
• Reporting and management info identifying initiatives or solutions
• Outline HR calendar working with partners in the wider function
• Proactively taking on project/work to support the team, and to develop

• Ability to manage time and workload with often competing priorities and varying demands of the business
• Ability to create and manage range planning across a multichannel business
• Exceptionally high level of verbal and written communication skills
• Ability to influence, effectively, with all team members at all levels including Senior Management & Board Members
• Strong customer service focus when dealing with both internal and external parties
• Ability to undertake duties autonomously as well as contribute to the wider team