We have a current opportunity for a Senior HR Business Partner - Operations working for a leading inssurance firm on a permanent basis.
The position will be based in the City of London and will also be hybrid working.
HR Business Partners are aligned to functions across the organisation, where they work with senior leadership to develop and drive business strategies which support the overall aims of the function and the organisation. They effectively manage organisational changes and risks as well as provide guidance, coaching and support to senior leadership, leveraging data insights to inform decision making. They need to work with teams across the HR Service Delivery Model and leverage specialists to implement workforce strategies. This role supports the Underwriting Business Area and leads on Talent Management for the organisation. Although these are the key activities anticipated for this role, there may be times when (due to demand or other circumstances) the focus of the HR Business Partner role will change in line with executing against the CHRO's priorities.
Accountable for developing and delivering the people strategies and plan for their business area
Collaborate with the HRBP team to align and agree priorities and common solutions
Support leaders by analysing the workforce to identify the capabilities required to achieve strategic objectives
Provide guidance and input on business unit restructures, workforce planning and succession planning
Manage people demand in their business area through supporting the management of vacancies and developing robust succession plans
Advise leaders on the delivery of change programmes and assesses the level of change support required
Provide HR oversight for change programmes in their business area to support engagement, employee capability development and understand potential employee relations impacts
Manage and resolve complex employee relations issues, including those arising from changes in organisational design
Facilitate annual goal setting, performance reviews, calibration and reward processes through coaching business leaders and reinforcing central messages in their business area
Monitor, develop and support actions linked to employee engagement, Diversity & Inclusion, ways of working and the employee experience
Drive operational efficiency and effectiveness by promoting and leveraging the appropriate channel within the HR service delivery model
Conduct investigations in response to employee complaints
Provide HR policy guidance and interpretation for complex cases
Identify gaps in current policies and contribute to adjustments or development of new policy
Promote continuous improvement through identifying opportunities to apply best practice to existing processes and services
Collaborate with the HRBP team and CHRO to define the long-term workforce and talent strategy required to support business objectives
Define supporting programmes to deliver on the workforce and talent strategy
Monitor the delivery of workforce and talent programmes to maintain momentum and realise intended benefits
Design and maintain policies relating to the workforce and talent strategy, identifying opportunities for improvement and engaging with the business to demonstrate their value
Provide governance over talent management processes and programmes through formalised HR governance roles, including contribution to HR forums and clearly defined accountabilities
Provide oversight for global mobility to manage any risk and deliver a smooth employee experience
Define the HR recognition strategy and policies in collaboration with the HRBP team to provide a consistent employee experience and clear link between recognition and performance
Work with the recruitment specialist and HRBP team to support the desired employee value proposition through the reward offering
Work with Reward Specialist to provide analysis on the perceived employee value of their reward offering.
Identify opportunities for improvement and engagement with the business to demonstrate value
Manage reward compliance and reporting
Build understanding of the business area they support and keep informed of trends affecting the industry.
The ideal candidate will have:
Bachelor's degree in Human Resources, related subject or relevant experience.
CIPD training desired
5+ years of HR experience
Development and delivery of talent management initiatives and programs (e.g. developing succession plans, workforce planning, organisational design)
Management of employee relations and EEO
Management of employee benefits administration
HRIS administration and reporting experience
Experience working within an Insurance or Financial Services Sector organisation
For further information about this position please apply.
The SR Group (UK) Limited is acting as an Employment Agency in relation to this vacancy.