HR Business Partner

at  Ingram Micro

ABOUT INGRAM MICRO:

Ingram Micro is a leading technology company for the global information
technology ecosystem. With the ability to reach nearly 90% of the global population, we play a vital role in the worldwide IT sales channel, bringing in products and services from technology manufacturers and cloud providers to business-to-business technology experts. Through Ingram Micro Xvantage, our
AI-powered digital platform, we offer what we believe to be the industry’s first
business-to-consumer-like experience. We also provide a broad range of
technology services, including financing, specialized marketing, and lifecycle management, as well as technical pre-and post-sales professional support. Learn more at www.ingrammicro.com
Job Purpose:
The Human Resources Business Partner (HRBP) will support the UK HR Manager, in providing expert advice and guidance on human resources matters to help align HR initiatives with overall business goals.
The HRBP will build strong relationships with the Operational leaders to drive employee engagement and optimize talent management. They will ensure effective HR processes support organisational growth and success, through both coaching and developing employee relations policies and procedures to support effective workplace strategies.
Based at our Norwich site, with hybrid working, you will report into the UK HR Manager and work with the broader EMEA HR team to provide HR support for the UK organisation of circa 750 people. The role will be varied in nature and cover all aspects of the employee lifecycle.

KEY QUALIFICATIONS:

• Education: Full CIPD qualification, (Level 5 minimum, Level 7 preferred) or similar qualification in Human Resources.
• Experience:
• 5+ years of generalist experience in HR, with at least 2-3 years in a Business Partner or strategic HR role.
• Experience in talent management, employee relations, performance management, and organizational development.
• Proven ability to build relationships and influence senior leadership.
• Skills:
• Attention to detail with great organisational skills
• Confidential, resilient and strong team player
• Strong knowledge of HR practices, employment laws, and regulations.
• Exceptional communication, negotiation, and interpersonal skills.
• Ability to analyse data and derive insights for effective decision-making.
• Strong problem-solving skills and a proactive approach to addressing business challenges.
• Ability to manage multiple priorities in a fast-paced environment.

• Partner with and coach managers on addressing employee relations matters, including conflict resolution and disciplinaries, performance and development.
• Collaborate with leaders to define performance standards and create strategies for employee performance improvement.
• Implement programs and initiatives to enhance employee engagement, retention, and overall satisfaction.
• Promote initiatives that drive a healthy, inclusive, and compliant workplace.
• Be the subject matter expert when it comes to UK employment law and ensure adherence to legislation, regulations, and internal policies across the organization, to recognise and mitigate both organisational and people risk.
• Partner with the Operational leaders to assist in talent acquisition, retention and development of themselves and their respective teams.
• Provide guidance on succession planning and career development to ensure a strong talent pipeline.
• Identify and address skills gaps to support business growth through training and development programs.
• Assist the HR Manager in implementing organizational changes such as restructuring and new business initiatives to ensure a smooth transition and employee buy-in.
• Partner with the operational leaders to enhance organisational efficiencies, productivity and employee satisfaction.
• Use HR metrics and data analytics to assess and improve talent strategies and business outcomes.
• Provide regular insights and recommendations based on HR analytics to support business decision-making.
• Lead and/or support HR-related projects, such as employee engagement surveys, compensation reviews, diversity and inclusion initiatives, and organizational restructuring.
• Actively liaise and participate in the wider EMEA team regarding project work.