People Partner

Description:

Our client is looking for a People Partner for a 12 month contract position, located in Aberdeen (Hybrid Working)

RESPONSIBILITIES

Provide HR solutions to business issues, advising and coaching managers on people policies and practice.  Working with the wider HR team, ensure consistency of approach, service and delivery. 

Develops and maintains good relationships – regularly meets and consults with managers to discuss people challenges, provides HR expertise, advice, coaching and support, as required.
Provide strategic and expert HR advice to business leadership, challenging and questioning as appropriate, acting as employee advocate when required, to get to the root of people and business issues.

Coaches and provides feedback to help improve business efficiency.
Use leadership and influencing skills to overcome and manage workplace challenges and ingrained practices.

Drive a high performing culture by identifying and addressing performance differentiation. This includes supporting the business to drive the performance management cycle, facilitating performance calibration, and proactively addressing underperformance throughout the year by providing day-to-day performance management guidance and support to managers.
Strengthen the organisation by coaching leaders to further develop their leadership capability.
Support the organisation with employee relations activities ensuring all actions taken are within policy, best practice and legal guidelines. Ensuring decisions made support the Values, culture and strategic priorities of the business.  Conducts effective, thorough and objective investigations.  Supports managers to resolve complex employee relations issues.
Takes on project roles as part of the development or delivery of broader organisational and HR initiatives and programs.
Coordinate HR initiatives whether one-off or regular, such as Annual Reward Review, performance reviews, reward or payroll communications, etc.
Coordinate and participate in internal and external resourcing, working with service providers and agencies, following an agreed company process and approach.
Drives all day-to-day and common HR queries and requests for information through the HR mailbox to ensure a common, efficient and accessible process.  Work with the wider HR team to review and improve processes to ensure best practice.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal, occupational health and other external parties as needed/required.
Works closely with managers and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and ensures compliance.
Analyzes trends and metrics in partnership with the broader HR team, for the development of solutions, programs and policies.
Provides guidance and input on business change and workforce planning.   Supports discussions and drives action on talent management and succession planning.
Promotes existing talent offerings as well as partnering with the Organisational Development Lead to follow a common process.
Promotes engagement across the organisation through regular travel to office, offshore and site locations to meet with both managers and employees.
REQUIREMENTS

Education:

Bachelors or Masters degree, or equivalent, in an appropriate discipline
CIPD qualification preferred
Work Experience:

Robust experience gained from working in a number of relevant HR roles, perhaps in different organisations or in different functions within the same organisation.
Comprehensive knowledge and experience of people management legislation and best practice.
Demonstrable experience in complex and ambiguous situations. Proven ability to break down complexity, assess solutions and propose and implement solutions to resolve.
Experience in project management and/or the ability to bring stakeholders through complex programmes of work.
Non-Technical Competencies

Embeds company values and associated behaviours into their everyday work and interactions, continuously learning and developing associated competencies and behaviours.
Great communication skills that informs/shares knowledge clearly and unambiguously and also implements and embeds change. Builds rapport and is able to influence in a constructive way / skilled at influencing decision makers on complex topics.
Proven ability to work collaboratively, within their team and across the organisation and externally as required. 
Networks effectively internally and externally, creating an immediate, positive and credible impression on others.  Leads other parties in conversations on the important issues and use persuasive contributions to influence change and action.
Key Technical Skills and competencies

HR Technical Knowledge - depth and breadth of experience and understanding of a number of HR disciplines including Reward, Learning & Development, Employee Relations, Business Partnering/ Relationship Management, HR Operations, Resourcing, etc.
Proven track record in relevant HR roles.
Business engagement and relationship/stakeholder management skills, including influencing senior managers.
Commercial acumen - exhibits an understanding of the organisation’s business model with the acumen and commerciality that enables delivering HR solutions to people challenges.
Proven ability to make decisions or proposals based on gathering information from a variety of sources, understanding the breadth of solutions and ability to critically assess each.
Maintains knowledge of legal and regulatory requirements related to day-to-day management of employees, reducing risks and ensuring compliance.
Demonstrated knowledge of current best practices and trends in HR best practice, across the industry and more broadly within the profession