HR Partner

at  Brakes

YOU:

You’ll have sound and up to date knowledge of employment law and legislation to effectively manage and resolve complex ER cases. Strong focus on attention to detail and accuracy as well as excellent analytical skills are essential, as is experience of facilitating change and a strong understanding of the concepts and challenges of change management.
You’ll either be CIPD qualified (level 5), currently working towards this or qualified by experience and ready to do your qualification.
We are looking for someone who is comfortable working in a fast-paced environment and able to positively influence whilst building strong working relationships with the site management team and wider stakeholder groups.
This is a great role for a HR professional looking to gain exposure and develop their Partnering skills in a fast-moving, HR generalist role supporting engagement, absence management, ER Matters, coaching and development and recruitment.

THE ROLE:

Our site-based HR colleagues are critical to our business, acting as a key hub of expertise, guidance and coaching for their stakeholders. As an HR Partner, you’ll be responsible for providing both an effective day-to-day HR service as well as being instrumental in developing and embedding people initiatives aligned with our ambitious growth strategy and site needs. You will bring expertise to ensure that employee relations are effectively managed through coaching line managers, whilst using data to identify and monitor trends and ensuring measures are taken to address them.
This is a site-based role in Park Royal, with the option to work from home 1 day a week. There will need to be some flexibility with working hours at times due to the operation running 24/7, although for the most part you will work standard office hours.

KEY ACCOUNTABILITIES AND RESPONSIBILITIES:

• Partner the General Manager in developing and delivering on the People Plan for the site
• Coach site leaders on all aspects of leading their people to deliver success and live our culture and values
• Provide robust and challenging debate on people matters to ensure great business decisions are driven with colleagues and customers at the heart.
• To ensure all managers have the relevant level of training, coaching and support to manage their people.
• Using ER data to highlight trends and providing solutions.
• Supporting line managers in complex ER cases, ensuring they are conducted with a consistent approach.
• Actively managing colleague retention and absence - analysing the data to ensure we are reducing attrition.
• Support with change initiatives, ensuring that they are implemented in accordance with best practise.
• Ensure there is a consistent onboarding experience for colleagues and new line managers.
• Ensuring line managers are driving engagement on site through Employee Communication Forum’s, listening groups and Sysco Speaks action plans.
• To support the HR Admin in effective submission of weekly payroll.
• Support performance management and team development through continuous performance practices.