People Partner

at  Ubiquity

Let’s tomorrow, together.
At Ubiquity, we live by the mantra head, heart, and hustle. Head because we use our collective industry know-how to always push ourselves, our clients, and our programs to be the best they can be. Heart because we are always gracious with our time, our collaboration, and with one another. And Hustle because we have grit, tenacity, perseverance, and a proven track record of meeting and exceeding goals—every person, in every role, for our company and our clients.
Sound like the right fit? Your tomorrow looks bright at Ubiquity.
Your Role:
At Ubiquity, we live by the mantra head, heart, and hustle. Head because we use our collective industry know-how to always push ourselves, our clients, and our programs to be the best they can be. Heart because we are always gracious with our time, our collaboration, and with one another. And Hustle because we have grit, tenacity, perseverance, and a proven track record of meeting and exceeding goals—every person, in every role, for our company and our clients.
Sound like the right fit? Your tomorrow looks bright at Ubiquity.
Your Role:
Title: People Partner (HRBP)
Location: BGC / EW
Job Level: Officer
Reporting to: Senior Manager, People Experience
Functional Group: People Experience
Ownership: Strategic HR Partnership and Account Management

KEY ACCOUNTABILITIES:

1. Contribute to, and where accountable define policies and processes that support the Ubiquity and Program/People strategy and objectives.
2. Use and understand Ubiquity People tools and policies, engaging with program clients effectively to ensure their use across the organization
3. Drive consistency of approach across the company in attracting, managing and developing talent to support current and future organizational needs.
4. Work closely with all Ubiquity People colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance.
5. Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
6. Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.
7. Coach and build the capability of people managers to anticipate and pre-empt organizational issues.
8. Participate in relevant projects, leading and championing as appropriate (Site-wide and/ or Global-wide) the company’s reputation as a world class organization and employer of choice.
9. Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.
10. Continuously drive improvements in tools and policies through external market trends, insight, and internal best practice.
11. Proactively share best practice, intelligence, and potential Ubiquity Wide activities within the HR function.
12. Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
13. Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios and options to mitigate.
14. Ensure minimum Satisfactory rating on internal and external HR audits.

ABOUT THE ROLE:

The People Partner (HRBP) is an internal consultant providing an enabling business support role. The role may be Specialist or Generalist in nature. The HRBP is a trusted partner and has a seat at the leadership table for the programs they handle working on medium to longer term objectives.

PURPOSE OF THE ROLE:

• Responsible for leading the professional area; bringing evidence-based practice into the organization and addressing the people’s challenges for their area of expertise.
• Support organization effectiveness by developing and implementing solutions aligned to strategy.
• Lead the HR vision, including role modeling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully.