Hr Generalist

Description:

HR Generalist

The HR Business Partner proactively partners and collaborates with the Senior Management team to provide pragmatic and commercially focussed solutions to bring the People agenda to life and to support in the delivery of business strategy, by creating an environment of positive people management; ensuring we attract, develop and retain talented people who are fully engaged and aligned to our values.

You will partner across a broad range of areas including generalist HR, talent, development, employee relations, succession planning and performance management. You will collaborate with local, regional and global HR colleagues and HR Centres of Expertise to drive initiative delivery. You will coach and upskill leaders to build capability and drive the HR and broader organisational strategy.

Accountabilities and main responsibilities

• Deliver a Business Partnering service to the business unit senior management team, whilst also acting as a trusted partner, coach and mentor for senior managers on people issues.

• Leverage your strong business acumen to bring insight to support the business agenda and strategy, constructively challenging the business where needed and proactively develop solutions to deliver better outcomes aligned to business strategic objectives & needs.

• Collaborate with centres of excellence, specialist teams and internal or external providers to ensure delivery of Divisional/Function or Business people priorities.

• Partner the Senior Management Team to support the business in delivering their profit margin and growth targets on time and to agreed milestones. Demonstrating a commercialism of approach and understanding coupled with a high level awareness of the financial situation of the business/division and any key financial challenges.

• Analysis and interpretation of monthly HR MI, including assessment of trend data and performance against KPIs in order to drive the strategic direction, identify risks, issues and concerns from a people perspective and implement solutions to address any short, medium or long-term concerns; working with leaders to develop a clear business case for approval where applicable.

• Accountable for, and in partnership with the business, the delivery of a positive momentum in key people metrics (e.g. retention, employee engagement, diversity, equity and inclusion, and talent development etc) in line with the business/division people plan. Through the proactive utilisation of Management Information to identify key areas where HR can support and contribute to business improvement.

• Work in collaboration with Centres of Excellence including Talent & OD, Reward, Talent Acquisition, and HR systems to implement any global, regional or market initiatives and frameworks.

• Ensure the right people are in the right roles via effective workforce planning, to identify solutions to address Talent, diversity, skills and capability gaps across ‘go to market’ products and operational functions and develop pipelines for capability required to deliver future success.

Role profile

• To advise Managers on complex employee relation cases, including management of Employment Tribunals, representing on behalf of the Company as appropriate.

• Act as HR lead on key projects including Transformation, Trade Union relationships and negotiations (where appropriate) and any divisional sales and integration related activity.

• Manage employee engagement, sustainability and performance management activities using globally agreed frameworks, tools and processes.

• Ambassador for Ecolab purpose, values and behaviours.

• Ensure compliance with agreed company and function standards.

• Remain abreast of market trends, functional best practices, and relevant competitor approaches; interpreting these to determine adjustments to ensure consistent delivery and deployment of best practice outcomes.

Specialism

• Talent Development activity, including leading on succession discussions, career progression schemes, and developing talent internally.

• Awareness of reward and recognition schemes linked to performance against objectives, particularly around local bonus and or commission scheme design & implementation to deliver the required performance outcomes.

• Experience of leading the effective transfer of M&A activity - from bid phase, to mobilisation, integration and transformation; including culture change and engagement activity.

• Experience of dealing with complex trade union negotiations.

Qualifications and skills

• As a HR Business Partner you will need to be a true HR generalist, preferably within a commercial, fast-paced multi-site environment.

• Have experience with working in conjunction with central functions & delivery partners, demonstrating the ability to influence to create better outcomes within highly matrix organisation.

• Demonstrated ability to develop strong and trusted relationships with key senior stakeholders to support and enable strategic business goals.

• Experience in developing & implementing a strategic people agenda for their business area which is aligned to the business objectives and performance.

• Is a good influencer, and has proven ability to provide pragmatic and commercial solutions to business problems.

• Ability to work flexibly over a wide geographical area and experience of working in a multi-site/mobile capacity.

• Resilience and ability to cope with ambiguity and changing (sometimes competing) demands

• Excellent verbal, written and presentation skills.

Desirable:

• CIPD qualified and/or equivalent experience

• Line management experience

• Experience of working in complex matrix structures and organisations where delivery of the people proposition is through the influencing of internal suppliers to enable a positive change within the business.

Interested Please apply