Human Resources Operations Manager

Primary Purpose of the Role:

The HR Operations Partner role will provide HR services to the business through the delivery of advisory services, cyclical project activity, change implementation and case management services. Specialist capability and expertise will act as consultancy within the service and could be stand alone in nature, or part of a dual capacity.

Typically this role will provide support to a number of Country Business Units (CBU) or Domains on a site, rather than reporting in to a CBU aligned HR team. These roles may also have a specialist element to them, for example a bias for supporting Compensation & Benefits or Learning & Development programmes as well as specific HR programmes.

The critical focus of the role is to support delivery of the HR strategy, which in turn delivers the business objectives and future growth and profitability of the business

Principal Relationships:
? HRD & Head of HR teams
? Rest of HR eg HR PMO, HRSS, Centres of Excellence
? Line Managers and Employee population
? Group and other country HR teams/Functions where HR strategy demands collaboration

Key Responsibilities and Measures:

Responsibilities Measures & Indicators of success
Provide Advice, Guidance and Coaching to Line Managers on the successful execution of annual e-HR Together processes:
o AAD
o PDD
o Salary Review
o People Review
o Training Plan Validation
Provide Advice and Consultancy to Line Managers on People Management issues:
o Performance Management
o Disciplinary
o Grievance
o Escalation of high risk issues to the appropriate level in the HR organisation
Provide implementation support to change programmes and initiatives, including:
o Group Initiatives
o CoE led projects
o Head of HR led projects (typically OD type activity and Exec Led Business improvement projects eg DTS Transformation)
o Other Function led projects
Use data and trends proactively to identify key priorities and activities to support business objectives
Ensure that HR issues and consequences are managed appropriately and effectively to minimise business impact
Coach, support and mentor line managers and employees in the application of HR policy and process
Acting as a role model for the HR function, actively promoting and supporting the UK HR strategy and ensuring appropriate channels are used by managers and employees
Contribute to HR process improvement and governance through the early identification of process challenges
Work closely with the HR PMO and HR Shared Services teams to ensure delivery and implementation of change activity and system implementation
Act as an advocate for Company values at all times and ensure others act as role models within the function
Work as part of an integrated and collaborative HR function that is focussed on driving business success
a. Completion of AADs on time.
b. Completion of PDDs on time.
c. Delivery of correct salary review process.
d. Employee Engagement Index meets agreed UK targets within the business supported
e. Achievements of agreed case management metrics and SLAs
f. Customer Satisfaction survey metrics against case delivery
g. Project specific measures related to successful delivery of the project.

Competencies:
See HR Competency model and behavioural indicators

Experience:

Essential
? Experience of a number of annual cycles of typical HR activity.
? Experience in an HR function, supporting HR Business Partners or equivalent with successful experience of HR case management.
? Experienced user of Microsoft Office tools, PS Enterprise, Impromptu for report writing
? Successful management of local HR projects.

Desirable
? Wider HR experience, including personal support of business areas and/or delivery of specific HR projects.

Qualifications:

Essential
? Educated to A level standard or equivalent
? Working towards CIPD qualification
? Good GCSEs in English and Mathematics
? Evidence of Continuing Professional Development in HR matters, such as employment law

Desirable
? Degree level qualification or equivalent
? CIPD qualification