ESSENTIAL SKILLS:

• Experienced HR Business Partner or equivalent role is essential
• Demonstrates solid judgement and experience assessing risk relative to the business working closely with Head of Employee Relations
• Demonstrates project management and change management experience
• Excellent influencing, communication and problem solving skills
• Demonstrates empathy and experience driving inclusion work
• Experience learning and thriving in a constantly changing environment and cultivating relationships across teams
• Experience using data to identify insights that drive action
• Experience within News and Media is advantageous

Resourcing and Recruitment

• Forecast talent requirements for client areas based on business strategy and develop a talent sourcing plan that will meet current and future requirements. Partner with the Talent Acquisition team to define and manage the recruitment and selection of key talent. Proactively work with the Specialist Researcher role to build pipelines for critical talent segments identified.
• Manage and own job descriptions and resourcing plans for client areas, in partnership with the Business Partner team

ABOUT THE ROLE :

This role is the Senior HR Business Partner for our Editorial teams and will partner closely with the other Senior HR Business Partner, as well as 2 HR advisers to deliver effective Generalist HR support to the function. You will also be working closely with the Managing Editor and their respective team, as well as other senior business leaders supporting them in driving the Telegraph Media Group’s strategic goals. You’ll work closely with our HR Director and Chief People Officer, as well as the wider HR team including Talent & Performance, Talent Acquisition, Reward & Benefits and Engagement and Operations.
You’ll spend time proactively forging strong, trusting relationships with stakeholders, understanding their goals, needs and issues, with a view to providing people-focused and commercially-grounded advice. This is a varied role, where you’ll have the opportunity to cast your eye on a range of different areas, including: managing organisational design and change, resource planning, talent development, reward, recognition, employee relations, well being, engagement and compliance. We have specialist teams working in many of these areas, who you’ll collaborate and share ideas with. You’ll also provide functional leadership to the wider HR team and play a part in supporting the Business Partner team.
This role is based onsite 5 days a week.

KEY RESPONSIBILITIES:

Business Partnering

• Work closely with all stakeholders to develop and deliver a People Plan for the Editorial teams, and ensure this is closely aligned to both the HR strategy and business goals.
• Proactively assess team and manager development needs, making appropriate recommendations, and implement solutions in conjunction with the Talent and Performance team.
• Support with the management of the employee life cycle within the client group including onboarding, the performance review cycle, pay review, talent mapping process, review critical talent segments and engagement survey review / action planning.
• Working with the Head of Employee Relations, ensure that governance and legal requirements are adhered to across the business and that the Business Partnering team are equipped and able to handle any issues arising.
• Lead organisational design programmes and provide advice and guidance to leaders on the effective management of any change.
• Partner with colleagues in the Talent Acquisition, Talent and Performance, Reward, Wellbeing, Analytics, and Project teams to implement new solutions.
• Providing trusted one-to-one guidance and coaching all HR matters across the client area, as well as line management of a Business Partner and more junior members of the team supporting the client area.

Resourcing and Recruitment

• Forecast talent requirements for client areas based on business strategy and develop a talent sourcing plan that will meet current and future requirements. Partner with the Talent Acquisition team to define and manage the recruitment and selection of key talent. Proactively work with the Specialist Researcher role to build pipelines for critical talent segments identified.
• Manage and own job descriptions and resourcing plans for client areas, in partnership with the Business Partner team.

Talent Development

• Provide advice and guidance on organisational development issues, and partner with the Head of Talent and Performance to formulate and implement a learning and development strategy. This will support employee development and career planning feeding into the People Plan.
• Partner with business leaders to support and encourage longer-term planning around talent pipelines, succession plans, career development.
• Coaching and mentoring more junior members of the Business Partnering team.

Performance, Reward and Recognition

• Coach and educate managers on annual compensation processes and practices such as base pay, incentive schemes, merit increases, employee reviews and any other compensation related topics, ensuring they are taking an organised and thoughtful approach to the career development of their direct reports.
• Responsible for any out of cycle compensation process for the client group, including salary, bonus and promotion review, supported by the Reward team.
• Help facilitate a thoughtful and objective discussion on performance by asking questions about what the business is trying to compensate its employees for, and which behaviours to reward.
• Work in partnership with the Head of Talent & Performance to ensure development programmes are fit for purpose and in line with the overall aims of the area.