Nuclear Waste Services are looking for 2x HR Business Partner to join Nuclear Waste Services for a 12 month Secondment/ Fixed Term Contract.
As a HR Business Partner, you will be instrumental in driving and supporting the transition strategy and implementation plans for each designated functional area. This will be a key focus over the next couple of years, working towards both a fully optimised model and the effective integration of both businesses, operating as one business.
The post holder will become part of the HR Business Partnering Model where they will act as the ‘face of HR’ and partner with the senior leaders in dedicated areas of the business, providing focussed strategic support.
Working closely with the Head of Organisational Effectiveness, supporting the transition of people initiatives across the entire NWS team, specifically relating to integration activities covering; organisation design and development, change implementation plans, reward, terms & conditions, and Trade Union consultation/ negotiation.
- Working with the Exec/s and their Senior Leadership Teams to develop their people plans that encompasses the future needs for talent development and capability investment.
- Coach and support senior leaders in evolving HR procedures/ people change to equip them with the required skills to implement and embed across their teams
- Work in partnership with all key stakeholders (Comms, Leaders, TU etc) in ensuring they have robust engagement and business readiness plans for people related change
- Attend Senior Leadership (SL) monthly management meetings to ensure key people updates are communicated and leaders are ready to cascade/ implement changes within their respective teams e.g. integrated policies/ processes
- During SL meetings, present available data to inform people plans, e.g. absence, attrition etc (may be manually until system updates have taken place)
- Identify people impacts and provide consistent employee relations advice/ guidance to reach the most appropriate solutions via effective analysis of the situation and risk mitigation to protect the business.
- Facilitate and manage (OCR’s) organisational capability reviews (covering; succession, talent development, strategic workforce planning etc) in partnership with their senior leaders, on a cyclical basis
- Work with the senior leads in dedicated business areas as part of the OCRs to make continuous improvements and further develop strategic workforce planning/ headcount profiling for future requirements working closely with Finance.
- Develop organisational capability plans for each function with robust actions and timely reviews, together with a clear line of sight to other functional activities
- Provide support and input where needed to the development of an integrated set of ‘fit for purpose’ policies and practices
- Support and input to the development and design of integrated T&Cs and grading framework, working in collaboration with HR Transformation, Reward and HR Operations
- Implement, embed, and review organisational design for NWS integration – via agreed organisational design methodologies
- Liaising with Trade Unions in dealing with any people issues that arise from Organisational design activity and day to day case management
- Degree in HRM, Business or related subject would be desirable, or equivalent experience in Human Resource Management - Recognised professional membership and qualification – or working towards it (i.e., CIPD L7-5) or equivalent
- Experience, knowledge and understanding of supporting the implementation of organisational design/ development and working within a true HR business partnering model or a HR generalist team with a designated customer base
- Experience of business partnering Technical, Programme and Engineering type business areas – desirable
- Experience of planning and inputting to projects while managing/ supporting cross functional resources
- Effective coordination and interpersonal skills to collaborate and consult with a diverse set of internal and external stakeholders e.g., customers, suppliers, Trade Unions, regulators etc
- Excellent communication and presentation skills to break down complexities and present the information in a precise manner
- Able to use data, metrics, and evidence to inform and drive decision making and change activities across business areas
- Resilience and ability to deal effectively with ambiguity and change
- Flexible and solutions focused, adaptable, with a proven ‘hands-on’ attitude
- Experience of operating at a HR generalist manager/ BP level and ability to advise and work effectively with senior leaders.