At Just we’re a business full of ambition and we now have a fantastic opportunity to join our HR team as a Senior HR Business Partner, on a permanent basis from our office in Reigate.
Our HR Business Partners are key interfaces with the Executive Directors and their Direct Reports and have direct responsibility for all HR matters within their allocated business areas.
Working in a regulated environment, it is essential that you familiarises yourself with the impact of compliance matters within the role as a Senior HR Business Partner and the impact on / requirements of their business. Good knowledge of the entire regulatory environment in which we operate is necessary, although can be learned.
In addition the Senior HR Business Partner will be expected to contribute to the strategic development of the HR team, across the specialist and generalist areas.
You will also be responsible for supporting the development of the HR Business Partners, the HR Advisers, will have direct responsibility for the HR Operations team (4 people) ), will deputise for the Director of HR Business Partnering and Operations and will support / lead various organisational wide and local projects.
You will also have involvement in the following core areas of HR:
•Learning & Development
This is a fantastic role which carries a high degree of autonomy and opportunity to impact positive change. If you’re an individual with a passion for all things HR then we’d love to hear from you.
Skills we are looking for
Detailed experience / knowledge in at least 5 of the areas below and broad knowledge in the remaining 2 areas:
•Good working knowledge / experience in the key areas of employment law.
•Good understanding of the recruitment process and good interviewing / selection experience.
•Good understanding of various aspects of Reward – benefits, cash bonus plans and share plans and able to demonstrate involvement (beyond administrative) in one or more of the Reward processes.
•Good understanding of performance management. Able to discuss the benefits of different approaches.
•Experience working with L&D teams to identify development requirements and will have input into the design of learning or development interventions.
•Organisational Design –experience working with the business on major restructuring programmes.
•Culture and engagement – experience of providing support for corporate initiatives and identifying local requirements. Able to have honest conversations with managers and business leaders, share feedback and be able to influence behaviours and approach.
In addition, the HR Business Partner would:
•Use MI to develop insights to support (or not) various initiatives, advice or guidance;
•Have a good working knowledge of all areas of the business, with deeper knowledge of their own business areas; and
•Demonstrate success in coaching business managers and leaders in people-related matters.