At Just we’re a business full of ambition and we now have a fantastic opportunity to join our HR team as a 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 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.
The role of the HR Business Partner is to guide, advise and support the business on strategic and operational matters and propose & discuss appropriate solutions to all people-related and other business matters. You will be able to positively influence business decisions using experience, knowledge and general commercial awareness to achieve appropriate outcomes.
Importantly, the role of an HR Business Partner at Just is one that is always evolving and changing. Every business area and Executive Member will require slightly different solutions and the you’ll be responsible for ensuring the actions taken are fair and appropriate, commercial, within the law and are Just.
HR Business Partners will be constantly learning from, challenging and questioning the specialist HR teams, their business leaders and each other to ensure the most appropriate solutions are being deployed in the business.
You will ideally have had involvement across 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
Degree level qualification (2:1 Or above preferable)
Evidence of CPD in specialist & generalist areas linked to their role
Training / qualifications in psychometric assessment
Experience / knowledge in at least 3 of the areas below and broad knowledge in the remaining 4 areas:
Good working knowledge / experience in the key areas of employment law. Demonstrate how they keep their knowledge current.
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. Can 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 – the have experience working with the business on major restructuring programmes. Deep understanding of the business drivers, key influencer in the final designs, inputting on final documentation / business case and preparing all employee documentation. Developing and monitoring progress against plan.
Culture and engagement – experience of providing support for corporate initiatives and identifying local requirements in their own business areas. Able to have honest conversations with managers and business leaders, share feedback and be able to influence behaviours and approach.