HR Business Partner

HR Business Partner - Technology

Location: Hybrid working must be able to access London or Manchester with ease

Sector: Technology

Salary: £60-70,000 + benefits

Our Client is a leading provider of cloud-based AI solutions a true R& D innovator trusted by the world’s largest, fastest growing, and most innovative organisations. Please reach out if you are interested in joining the future of AI!

The Human Resources Business Partner (HRBP) serves as a strategic partner and provides effective HR operational services and advice to business leaders, managers, and staff to support the delivery of organisational objectives and outcomes. The HRBP serves as a consultant on all HR-related matters, including performance management, talent development, and employee relations. The HRBP acts as an employee champion, leadership coach, strategic partner, and change agent. The HRBP manages and resolves complex employee relations issues, guides on and assists in performance improvement, and conducts related issues. They work closely with leadership and employees to improve work relationships, build morale, increase productivity and retention.

The role:

• Business Partner with business units to integrate people strategies with overall organisational strategy.
• Provide HR consulting services to Business Units as it relates to human resources programs and policies, often encompassing all areas of human resources.
• Consults on organisations effectiveness to include re-engineering, management/employee development, workflow efficiencies and organisational change.
• Assists management with cultural change issues plans
• Leverage the HR function to deliver effective and customer-focused People programmes
• Provide policy guidance and interpretation; recommend and implement changes as needed.
• Analyse trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Provide day-to-day performance management guidance to business line management (e.g., coaching, counselling, career development, disciplinary actions).
• Gather and analyse relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development.
• Manage the organisation’s global performance management program, including communications, training, and monitoring.
• Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with organisational direction.
• Create future proofing people strategies that include comprehensive organisation design work
• Coach and challenge leaders to support the development of leadership capability.
• Interface with various levels within the organisation to develop and lead training initiatives on a broad range of HR-related topics.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
• Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Serve as an initial point of contact for employee relations, including conducting exit interviews.
• Create and deliver innovative wellbeing initiatives
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department and outside counsel as needed/required.
• Research and explain laws and legal affairs concerning employment to managers, supervisors, and employees.
• Use surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analysing the information, make recommendations on changes.
• You will Partner with the CHRO to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results oriented pay for performance philosophy.
• Analyses internal/external equity based on local market information and takes initiative to address issues.
• Counsels' management on the development process and execution of development plans to build skill, competency and organisational capability.

The person:

• Degree in related HR field or equivalent
• Progressive demonstrable success and experience in HR Business Partner or similar role, within Technology / AI fast growing or start up business.
• Organisation design experience
• Understanding of how the Technology world is evolving and to be able to bring meaningful dialogue in this space to the leadership teams.
• Influential leadership skills
• HR programme management
• Risk Management
• Persuasive communication skills
• Managing Performance
• Strategic Thinking
• Consultation
• Proactive and Anticipatory instincts
• Cultural Awareness.
• Relationship Management
• Organisational Development
• Ethics, Integrity, Values

To apply please send your CV