HR Business Partner

at  Cabot Financial

WHAT WE NEED FROM OUR HR BUSINESS PARTNERS:

• CIPD qualified or equivalent experience
• Evidence of commitment to continual professional development
• Must have a track record of delivery in an HR Business Partner role.
• Credible at senior management level with excellent communication, influencing, relationship building, facilitation and interpersonal skills.
• Experience of providing strategic tactical / operational HR support and proactive solution building to Managers in the business.
• Commerciality - candidates need to demonstrate a track record of developing HR solutions which have had a direct and measured impact on a business financial performance.
• Project management experience
• Able to demonstrate a pro-active and enthusiastic approach with the desire to achieve results and bring new ideas to the team.
• Able to demonstrate ability to cope with fast moving / demanding environments and adaptability.
• Delivers results with integrity ensures commitments are delivered.
• DEI and People Champion
• Develops strategies by engaging with others and obtains high degree of buy in to HR plans, develops a network of relationships to develop the people agenda.
• Collaborative team player and able to work on own initiative when required.

• Work with the business unit leadership team to implement integrated innovative HR strategies, policies, processes, practices, and tools which support the future requirements of Cabot Europe.
• Facilitate short to medium term change initiatives and continuous improvement projects.
• Implement talent management and people development processes that build organisational and individual capability.
• Drive the employer brand to ensure Cabot Europe can attract and retain talent.
• Identify, develop, and successfully deliver commercially focused, client-responsive solutions.
• Deliver HR initiatives to the Business unit, which contribute to achieving business excellence.
• Maintain up to date knowledge of UK employment legislation, market conditions and HR best practice.
• Measure the success of HR solutions and services in contributing to the business unit’s effectiveness and efficiency and attainment of overall objectives, including culture change.
• Coach and influence managers from a people perspective, developing their people management/leadership skills and constructively challenging inappropriate behaviours/actions.
• Analyse trends arising from Business unit KPI reports (e.g. turnover, absence, etc) with a view to proactively input into functional/site initiatives and where appropriate provide value adding solutions to operational problems.
• In collaboration with the relevant business leader, drive the adoption of the talent management framework. (e.g. capability/talent mapping, succession planning, PDP creation, talent move recommendations)
• Work with business leaders and managers to ensure the design and delivery of operational induction meets the needs of the business – aligning to the agreed model with the L&D Centre of Excellence.
• Work with leadership teams to identify/forecast individual, functional and management training needs and collaborate with the Learning team to ensure training and career development programmes meet the needs of the business.
• Support business leaders and HR Advisors in assessing and managing risk of complex employee relations cases and the application of employment legislation.
• Engage and participate in colleague groups (e.g., Colleague Forums, Works Councils, etc) ensure a collaborative and engaging relationship is established and maintained so initiatives are collaboratively implemented, and business needs are met.
• Understand all relevant policies and procedures providing advice and guidance to the business leaders and wider business unit as appropriate.