Our client is a leading global expert in the provision of specialist technical services and operates in several jurisdictions around the world.

The Role

Reporting to the HR Director, the HR Business Partner (L&D) plays a key role in partnering the HR Team and business leaders. This role has a generalist remit covering the full spectrum of partnering requirements with focus on learning and development initiatives to build capability, support learning and development, and promote organisational performance. The role holder will also be responsible for supporting the HRD with a variety of HR projects and initiatives according to business need.

Key Responsibilities

Health, Safety & Environment

Fulfillduty to take careofownhealth and safety and that of others who may be affected by your actions at work.

Carry out assigned tasks and duties in a safe manner,in accordance withinstructions, andcomply withallHealth,Safety & Environmentalrules, policy,procedures, regulations and codes of practice.

Co-operate with management and co-workers to help everyone meet their legal obligations.

Follow any instructions or health, safety & environmental training provided by the company and report any hazards, injuries or ill health that present a serious and imminent risk and inform line manager about any identifiedshortcomingswithin health and safety arrangements.

Performance Culture

Promote a positive, high-performance culture and continuous improvement in people practices.

Translate outputs from the performance management process into structured learning and development plans aligned to business and capability priorities.

Engage withand promote best use ofexisting systems,toolsand reportingto end users.

Use data and insights to measure learning effectiveness, return on investment and inform futuredecision-making.

Support the identification of capability gaps and link performance outcomes to development and learning initiatives.

Learning & Development

Partner with HR Team and senior leaders tosource and deliver development solutions to embed targetedskills developmentaligned toregionbusiness goals.

Promotecareerdevelopmentpaths aligned to business needs and structured role progressionin step with job evaluation levels.

Engage withinternal subject matter experts andthird parties to build capability through resourcing and training initiatives,e.g.schools and training providers.

Coordinate the longer-term learning and development initiatives such asApprentice andTraineeships,Supervisory and Leadership development, High Potential and Mentoring programs.

Take an active role in coordinating and delivering developmentinitiatives,partnering teammembersandtaking ownershipwhererequiredto ensuresuccessfulimplementation.

BusinessOperations andDelivery

Lead and coordinate asrequiredbespoke HR projects (e.g.Engagement Survey, System, Process and Policy development initiatives) and support delivery planning through implementation and ongoing review

Monitor and evaluate the effectiveness of initiatives to inform continuous improvement.

Support HR function with business partnering requirements asrequired.

Provideexpert advice ongeneralist remit requirements includingemployee relations and employment legislationtoensurecompliant and consistent practices

Build strong stakeholder relationships to influence and challenge constructively

OrganisationalDevelopment

PartnerHRfunctionto support organisational development andtalent managementrequirements, including succession planning and high-potential developmentandindividual careerdevelopment requirements

Contribute toorganisationaldesign and change initiatives froma peopleperspective.

Ensure compliance with regulatory reporting requirements withregardsto proposedorganisationalchanges,e.g.Management of Change,employeeand team initiativesor business restructuring activities.

Engagement

Engageand coach managers with the necessary support to ensure a positive and proactive ER climate ismaintained, enabling the business to deliver its operational prioritiesin accordance withour values andlegislative requirements.

Diversity

Actively promote a work environment which endorses the company values of diversity and inclusion.

Evaluate andmonitoragreed Diversity Key Performance Indicators ensuring thatresourcing anddevelopment opportunitiesarealigned.Escalate as necessary ifany peopleimpact,policyor legal contraventions areidentified.

Ensure compliance with GDPR.

Key Requirements

Skills & Experience

Job Specific Education Required:

Work Experience Required:

Learning and developmentexperience particularly in supportingapprenticeships,trainingplansand soft skills development.

E-learning and HRIS systems.

Ideally from Energy industryor manufacturingwith experience of working in a global matrixed organisation

Skills&KnowledgeRequired:

Solutions based mindset with strong influencing and problem-solving skills.

Active listener capable ofquicklyassimilatinginputsand proactivelydetermininghow to meetbusinessneeds andcreate value

Excellent people skills, relationship builder whoenjoys collaborating and partnering with people

Commercially astute,capable ofdeterminingbusinessneedand return on investment.

Bias for action with good organisational and time management skills.

Comfortable working within a matrix structure.

Requirement to travel:Ad-hoc business travel

Simpson Booth Ltd

Latest Jobs

HR Business Partner L&D