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Posted: 97 days ago   Expired

Human Resources Business Partner

Salary: £0

Location: Gloucester

Job type: Permanent

Category: HR

Support the process of headcount management including resource and succession planning • Deliver the recruitment process in partnership with the 3rd party recruiting partner and functional managers to ensure the optimum headcount, in line with MTP and strategic workforce planning • Identify opportunities for retention of key and critical individuals and skills, developing actions to retain an engaged and motivated workforce • Identify opportunities for performance improvement across your business areas by undertaking a process of internal diagnosis in order to understand the problem and identify possible solutions • Play a key role in the implementation of HR initiatives e.g. career management, ensuring they are effectively embedded in response to specific business requirements or as directed from Group • Conduct regular ‘health checks' on each of your business areas to identify any issues that need addressing i.e. absence levels, high turnover, number of ER cases etc. and work with line managers in order to address these • Play a proactive role in identifying talent and tackling short, medium and long term resourcing issues • Ensure the evolution of skills and individual development to support future requirements of the business e.g. action plans arising from Career Management and GPEC processes; early talent programs; succession planning for leadership and expert roles and also anticipated retirements; training for new technologies. • Provide timely, accurate and pragmatic advice to managers, employees and Trade Unions on the full range of routine and complex HR issues. This includes all aspects of disciplinary, capability, grievance and absence procedures • Develop preventative strategies and early interventions in order to minimise the number of employee relations cases that need recourse to formal proceedings Additional description • Coach line managers to equip them with the skills and confidence to manage their people and to address employee relations issues • Work with managers to embed a performance culture which includes SMART objective setting, constructive feedback and performance management aligned with Safran leadership behaviours • Manage effective working relationships with Trade Unions ensuring that effective consultation takes place and issues are resolved at the earliest opportunity for issues arising within the functions you support • Identify opportunities for process improvements to HR activities on an ongoing basis • Act as an ambassador for the HR function by role modelling appropriate behavioural qualities and take an active role in ensuring the HR operating model is embedded successfully • Analysis of reports on key HR data metrics, providing oversight and control, monitoring trends and work with managers to identify strategies for improvement • Act as a change agent in managing organisational change where this impacts on HR-related activities e.g. re-structures, redundancies etc. • Benchmark remuneration packages internally and externally to ensure consistency and equity across similar job families. Use this knowledge to support good decision making in attraction and retention work

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