OverviewHead of HR Business Partnering and Performance Enablement - Acting as Head of Business Partnering, you must drive the performance through effective employee relations, engagement and people management.The successful applicant will take ownership for the successful delivery of strategic HR services by supporting the wider HR team in delivery of their Strategic People Plans.ResponsibilitiesYour Responsibilities:Strategic People PartneringEstablish, communicate, and execute the strategy, goals and objectives for the HR Business Partnering area reflecting current and future business needs in the development and implementation of strategies and plans aligned with strategic enterprise objectivesLead on the design, delivery and execution of the Group Wide Strategic Workforce Planning Initiatives mobilised through the Business StrategyBe a dynamic agent for strategic change by advocating and driving change across the business and within HRWork with the business to think through and deliver against the people requirements of business as usual and/or change activity to identify and diagnose areas of challenge with regards to the people elements of the business or the business caseStrategic Performance EnablementDevelop and champion the Group-Wide Performance Enablement programme and take ownership for the Performance Enablement PolicyOversee people performance across the group from objective setting to calibration meetings to drive an Inclusive High Performing CultureMonitor the performance of employees within the group identifying high performing teamsWork with all relevant stakeholders to transform the organisational performance culture in line with the Culture CharterHR Service DeliveryThrough personal insight, or leveraging HR colleague expertise, embed HR in the business by providing a full proactive HR Partnering ServiceBe appropriately involved in the provision of a variety of HR Services including strategic workforce planning, managing performance enablement, and complex case managementTake ownership for the successful transition of the HR Partnering function away from a focus on process administration and compliance, with a specific focus on ensuring the interactions between senior business leaders and HR are business focused and value adding – through Strategic business planning, Talent and Succession Planning, Performance Conversations and engagement with Business Leaders and Management teams.Drive a risk aware culture that is aligned to the risk appetite of the groupEnsure all activities operate in a manner that is fully compliant with employment legislation, regulations and best practice standardsProactively identify risks and put in place mitigating and control factors and, where they arise, remediate issues in a timely manner and in a fashion that future-proofs the processComply with Group Risk and Control Matrices (Risk and Control Self-Assessment and Risk and Issues Event Management), and above all, deliver a compliant and well-governed serviceLead an Inspiring CultureProvide inspiring leadership through performance management, coaching, recognition and development for your teams and exemplify culture by continually demonstrating our Leadership BehavioursStakeholder EngagementManage engagement and interaction with key senior stakeholders across all other business areas to build strong relationships that will support the embedding of Strategy in a cooperative manner that enhances colleague experiences across the lifecycle and in well-governed and compliant mannerInnovation and improvement in HR’s infrastructure and processesEssential for this roleAbility to independently and effectively manage Employee Relations cases in line with company procedures and processes; preventing escalation and mitigating riskExperienced in providing HR lifecycle support and providing advice and guidance on people issues / queriesExcellent understanding of current employment legislation and its applicationExcellent interpersonal skills particularly around problem solving, facilitation and collaborative decision makingDemonstrable track record using HR and other metrics to facilitate problem solving and decision makingStrong follow through skills and a ‘can do’ attitudeDemonstrates strong business/commercial acumenExcellent communication, presenting and written skillsAll interested candidates should send CVs to Susan Nix – snix@morganmckinley.comJob DetailsSeniority level: ExecutiveEmployment type: ContractJob function: Human ResourcesIndustries: Banking and Financial ServicesReferrals increase your chances of interviewing at Morgan McKinley by 2xWe’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
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