Listed today
Global People Partner
Lloyd’s Register
What we’re looking for
As part of this role you will be a strategic advisor to the business, driving business performance in alignment with the LR wide People Strategy, through close partnership with the business leadership team. You will also be accountable for delivery of people and cyclical activity, supported by People Advisory and People CoEs.
What we offer you
The opportunity to work for an organization that has a strong sense of purpose, is values driven and helps colleagues to develop professionally and personally through our range of people development programs.
The role
- Leadership Partner and Strategic Advisor – Partners closely with, and able to, actively influence the business leadership team. Defines and delivers a strategic people plan that drives business performance by connecting people related initiatives to business strategy and needs
- LR wide people strategy – Works in squads across the people function to help shape and design people solutions aligned to our people strategy. Provides thought leadership as well as contributing as a squad member or sprintlead to deliver against the people strategy
- Implementation of business strategy – Focuses on aligning the people strategy with the business strategy to meet the commercial objectives of the organisation, identifying any critical BU gaps and progressing these requirements through governance channels for sign of and resource
- People Champion – Champion of our people strategy, culture, vision and values whilst advocating the power of self-service and promoting the benefits of leader led activity and decision making
- Core People Solutions delivery lead – Is accountable for the delivery of all cyclical people related activity, including performance, reward, talent and succession planning across respective business units
- Partners with CoEs – Drives the people agenda forward by working closely with CoEs to seek continuous improvement in service delivery and client satisfaction
- Technology savvy and data driven – Uses and understands how to harness and apply technology, understanding any business implications and best practice to drive digital adoption. Analyses data trends to provide people insights that informs proactive actions to further support business objectives, including measures of success and identifying areas for improvement
- Strategic workforce planning – Accountable for the development and activation of a strategic workforce plan that identifies strategic capabilities (0-5 years), enabling the business to achieve its business objectives, working in conjunction with CoEs to develop action plans and solutions to realise any capability requirements
- Inclusion – Applies an inclusion and wellbeing mindset at all times, raising awareness of people leader responsibilities, whilst also supporting the build of an engaged and diverse talent pipeline
- Employee Relations – Provides counsel to their senior leadership team on complex and high-risk matters, drawing on expertise of appropriate people teams (I.E Employee Relations). Ensures compliance with relevant legal requirements to mitigate any people risks (reputational, legal and financial) across the People Function and the business
- Business Change – Work with the business to identify opportunities or need for organisational change, connecting with ER to support the business in preparation for delivery of any business change programme i.e completing the people impact analysis and upskilling people leaders on how to execute the ER process of any relevant change. Actively involved in TUPEs, M&A and divestments as and when opportunities arise
- Activating Talent – Accountable for maintaining visibility of and driving meaningful action for top talent within the business, ensuring that development plans at an appropriate level are in place and activated
- People Experience – People centric approach with an acute understanding and awareness of social impact and current affairs, always focused on providing the best possible experience for our colleagues
What you bring
- Degree in Human Resources or related field
- Proven work experience as an HR business partner, previous exposure in a multinational organization highly preferred
- Excellent people management skills
- Demonstrable experience with Talent, Succession Planning, Performance Management
- Knowledge of labor legislation and exposure to handling successfully employee relations issues
- Full understanding of HR functions and best practices
- Very good verbal and written communication skills, with an ability to convey clear and compelling messages, flexing tone and style to suit the audience
- Personable, confident and open
- Creative approach to problem solving
- Experienced in efficiently balancing multiple tasks at any given time
- Flexibility and adaptability.
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