HR Business Partner

Human Resources (HR) jobs >> Recruitment & Resourcing

Negotiable

Temporary

Description

An exciting opportunity has arisen for a HR Business Partner, to be based in Seacroft, Leeds, to join our globally recognised FMCG client (with Brands such as Lipton, Ben & Jerry's, Knorr, Persil & Magnum!) This is a full-time temporary role for 6 months, however there is the potential that this could become permanent for the right candidate. It will be paying circa £55,000 - £65,000 per annum, pro rata (depending on experience).

In the role of HRBP you have responsibility for all aspects of the people agenda. You will ensure by effectively partnering your client group that HR policies and processes are executed effectively. You will work closely with the broader HR community, using your business expertise & insight to diagnose talent, organisation, culture and capability needs in the business and deliver interventions to address these.

The HRBP is the primary business partner to the Sourcing Unit Director Leeds and the Site Leadership Team, working with broader UK HR organisation to ensure a full professional HR service is delivered to the teams. Some travel will be required to the other sites across the UK (around 5% of the role).

Experience of working with Trade Unions and negotiations, in a complex environment (manufacturing/factory) is essential.

Key Accountabilities

Be accountable for the site ER/IR strategy & deliver it through building a strong relationship with the Trade Union, coaching managers, and by ensuring a strong understanding and compliance with employment law and risk mitigation.
Understand the broad business and functional context. Identify what is happening in the organisation and within the respective teams and to use this insight to improve business and team performance, and work with the site leadership team to develop site strategy.
Assess the talent needs of Leeds in order to design and deliver the most effective talent solutions.
Lead on the change agenda in the Sourcing Unit, in particular ensuring a robust consultation and engagement process with the Trade Unions and our employees.
Use diagnostic tools to plan and implement development interventions for the leadership team and workforce.
Lead the People pillars under the Supply Chain Production System. In particular lead the WCM People Development Pillar, and strategy, so as to ensure the optimisation of the organisation, and team design and improve performance.
Work at both the organisational and individual level to assess learning & capability building needs. Give leadership and direction to the Training Manager and associated team.
Coach the management teams on performance and reward decisions, to ensure compliance to policies.
With the Site Director/Manager lead the annual pay negotiations.
In conjunction with the HR Operations (People Experience Leads), ensure the delivery of, and the compliance with, company HR policies, processes and local employment/labour legislation for all employees.
Line Manage the People Experience Lead(s), ensuring a good alignment to both the geography and pillar agenda for HR
Undertake HR projects as required to support the broader SC HR team
Drive a performance climate through line manager coaching in the effective use of performance management processes (Personal Development Plan (PDP), Competencies and development planning);develop the behaviours (feedback and coaching) that differentiate performance.

Candidate Requirements

Experience of working with Trade Unions and negotiations.
Relevant experience in HR systems and processes in a manufacturing/factory environment.
Good knowledge of key HR processes, roles and responsibilities across the entire HR lifecycle.
Relevant experience in ER/IR systems and process in a complex environment.
Ideally has had experience of HR service centre environment and/or expertise teams as well as hands-on HR management experience in the business.
Builds and delivers professionalism through combining commercial and HR expertise to bring value to the organisation, stakeholders and peers.
Provides advice and guidance to colleagues, building a reputation as a reliable source of collegiate support.
Seeks out feedback from HR colleagues and managers, taking the learning and development points on board and modifying own practice.
Acts with integrity, impartiality and independence, balancing personal, organisation and legal parameters.
Takes and promotes a learning approach to decisions and activities that turn out to be flawed or mistaken
Applies sound personal judgement in dealing with sensitive or critical information, respecting confidentiality
  • 1
  • Negotiable
  • None
  • None
  • CV-113265
  • Temporary
  • 0

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