Role Purpose:

The HRBP plays an integral role within the HR team being a key strategic partner to the business in the development and delivery of our people plans and business goals. This role will partner line managers through each stage of the employee life cycle, helping to identify innovative and effective change for our teams that will support the transformation of our cultural and business aims.

This includes organisational design, effectiveness and future proofing, attracting, developing and engaging the best people to innovate and deliver ensuring we build a solid culture through right behaviours and living our values.

Reports to: 

Head of People Business Partnering

Key interfaces:

The role holder will interact with multiple teams across the business including Senior business leaders. In addition to providing people solutions and some administrative tasks and reporting, the role holder will liaise regularly with the key customer facing departments.  

Key Accountabilities

Focus:

*       Understand the leaders and functions in the organisation

*       Assess the maturity of the teams and understand the greatest opportunity to develop

*       From discussion form People Plans for each function aligning with the overall business and People strategy

*       Work with specialists and other People team members to deliver People strategy, business plans and a consistent approach

*       Drive process through leaders and their teams

*       Identify and pre-empt issues supported by the HR Advisor

Some key areas of focus:

*       Identify causes of employee attrition

*       Work with leaders and managers to find resolutions

*       Implement initiatives to improve retention

*       Embed performance management culture including using process and forms where applicable and working with L&D Manager to drive and implement

*       Include supporting early intervention with underperformance

*       Ensure core people processes are briefed, trained and reinforced where applicable

*       Drive engagement action planning and drive retention improvement using MI in order to improve moral, retention and output

*       Use MI to facilitate discussion on team and organisational understanding and performance

*       Discuss development plans in conjunction with L&D

*       Address issues of team or individual under-performance and work with ER/L&D on interventions

*       Organisational compliance through overseeing good ER practice supported by ER specialist including being a pragmatic decision maker on cases

*       Pay benchmarking - lead the data collation for the operational teams where appropriate

*       Support the business change through Ampersand and beyond including implementation of comms, training (with partners in the People Team) and also any resulting job change, skills gaps and recruitment

*       Identify and support management of high potential and critical people (light touch)

*       Support managers to deliver quality recruitment on time

*       Facilitate development interventions including moves across functions, secondments, projects

*       Find ways of improving inter-departmental working

*       Ensure cascade of appropriate comms

*       Coaching leaders as appropriate

*       Act as trusted advisor for business leaders business improvement activity including helping to shape their thinking, positively challenge assumptions, identify potential solutions, support with proposals

*       Embed values and support appropriate behaviours

*       Developing People plans for the functions/departments around this

Other pieces of work may include:

*       Reviewing policy and process and working with other team members to update, socialise and embed

*       Lead and embed manager skills training

*       Identify risk and opportunities

*       Budgets including track invoices against expected costs for agency and advertising

*       Support business area with budgeting process and development

*       Briefing out the HR operating model; briefing out processes as they develop

*       Check in on probations reviews

*       Check in with new employees where possible

*       Identify trends general –absence, overtime, etc.

*       Outline implications of these trends to managers

*       Reporting and management info – identifying initiatives or solutions

*       Outline HR calendar working with partners in the wider function

*       Pro-actively taking on project/work to support the team, and to develop

Role Specific Criteria (Experience/Behaviours/Technical Ability)

*       Ability to manage time and workload with often competing priorities and varying demands of the business

*       Ability to create and manage range planning across a multichannel business

*       Exceptionally high level of verbal and written communication skills

*       Ability to influence, effectively, with all team members at all levels including Senior Management & Board Members

*       Strong customer service focus when dealing with both internal and external parties

*       Ability to undertake duties autonomously as well as contribute to the wider team

We are committed to developing your career and nurturing your talent, regardless of age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation. We respect and embrace each other’s differences, to create a truly inclusive environment. In the last year alone, our people have been recognised and celebrated, winning awards for their outstanding contributions to Retail, Technology, Global Hospitality & Tourism, Visual Merchandising & Display, Customer Service and Local Community Awards.

In return, we offer:

• A competitive salary
• A generous store and restaurant discount of up to 40%
• 25 days holidays pro rata (excluded bank holidays) and an extra day off for your birthday
• A fantastic subsidised staff restaurant which uses Fortnum’s ingredients
• A range of opportunities to develop and grow personally and professionally
• Excellent pension scheme