HR & Talent Business Partner (Mat cover)

Exposure • Full-time • London, Greater London, England, United Kingdom • £50k - £60k / year • 2d ago

About the job

The Team

The HR team sit across each agency in the Casbah group providing a full range of core HR services. They lead the conversation on strategic HR and roadmap delivery and provide seamless background procedural services, are there when needed with specialist advice and guidance.

The HR team’s strategic priorities focus on creating an enviable workplace. An environment that emboldens, equips and inspires entrepreneurialism and allows us to connect often and meaningfully. The HR team works closely with the leadership team to deliver career mapping opportunities designed to retain the best employees together with improvement plans and commercial suggestions to ensure employees have an opportunity to adapt and succeed.

The Job

Reports to: Exposure and THREESIXTY Exec Team

The HR & Talent Business Partner will work with Exposure and ThreeSixty leadership teams to ensure smooth, responsive and proactive people operations. The business partner develops and maintains quality and trusted relationships across the agency’s leadership while understanding the people opportunities and challenges in order to provide expert advice, guidance and coaching. The business partner will be the first day to day contact for all HR matters such as employee relations, development discussions and recruitment and will also play a leading role in delivering the HR roadmap, including annualised processes such as pay review and discrete value-add projects.

The role is supported by a London based HR and Payroll Administrator.

Key Areas of Responsibility

Building and maintaining key relationships – your ability to influence through the company will depend on you building credibility and a reputation for responsiveness with key stakeholders. You need to ensure that you proactively make yourself available via regular checks ins or walking the floors of the building.
Collaboration – Strong collaboration with commercial leadership (CEO, MD and SLT). Active involvement in business planning through talent strategy. Maintain awareness of client teams and commercial priorities.
Expert advice – providing day to day guidance and advice across all HR disciplines, policy and law.
Employee Relations – making sure all employee relations matters are managed appropriately, adopting pragmatic and commercial approaches. Escalating as appropriate.
Management Coaching – supporting the development of individual and company management capability through coaching, training and acting as confidante.
Learning and Development – working with managers and the wider team to make sure all learning and development processes are conducted in ways that add value at the local and group level.
Performance Management – maintain a performance focus across the group, supporting managers in tracking KPIs and dealing with issues.
HR Projects – Support delivery of HR roadmap, proactive and reactive projects.
Ownership of HR processing – working with the HR and Payroll administrator to ensure smooth, consistent and compliant HR processing, including the use of our HRIS’s People First (UK) and Justworks (USA).
Payroll and Pension – Oversight of payroll. Governance, alignment with HR policy and the regulation.
Talent & Recruitment – Partner with leadership to define hiring needs and workforce plans. Support and challenge hiring managers to ensure high quality recruitment decisions. Oversee recruitment processes, ensuring efficiency and strong candidate experience and seamless process.
HR Analytics – supporting leadership decision making through provision of data and analysis, considering internal and external factors.
AI - Using AI tools and people data to enhance decision making, to ensure future proofed business and to provide guidance to workforce and talent decisions, improving operational efficiency and employee experience while maintaining a strong human perspective.

Clients

Proactive stakeholder engagement, seeking feedback and opportunities for improvement.
Maintaining an awareness of business operations, such as current client lists, business performance, client output, real life events.

Commercial

Adopting a continuous improvement mind-set in respect of creativity, leadership and entrepreneurial business. Using technology to minimise and improve unnecessary processes.

Team

Identify opportunities to support the business outside of normal role.

You’ll Likely Need These Specialist Skills

Membership of the CIPD and evidence of developing career
Expert knowledge in all key areas of HR management, including talent, engagement and performance, reward and employee relations
Current employment law knowledge
Understanding of how HR contributes to commercial objectives
Pragmatic and innovate approach to problem solving and advice
Influencing and stakeholder management
Collation, analysis and use of HR data

Everyone at Exposure Should Have