Role title:
Regional People Partner
Location:
Home based role with regular travel to branches within region, including visits to our Head Office in Colchester
Salary Package:
Basic salary range of £50,000 to £60,000 per year (Dependent on experience)
Company car or Car allowance available
Accountable to:
Group HR Director
Direct reports:
HR Advisor
Activities/Main Duties:
Key Responsibilities
- Being the source of people expertise when supporting and coaching managers and their teams on all aspects of managing people, ensuring managers take ownership for resolving people related matters
- Provide effective advice and support to all colleagues, promoting employee wellbeing and maximising employee engagement
- Liaising with L&D to conduct day-to-day performance management guidance to line managers (including, mentoring, career planning, coaching etc)
- Optimising organisational design to increase productivity and improve performance of each branch
- Providing relevant and timely advice to managers in all people related activity including performance management, attendance, disciplinary issues, grievances, and organisational change, in line with best practice and internal policies
- Management of employee relations casework across your region and in complex cases, or cases involving managers, attend investigations, disciplinary and grievance hearings to provide guidance and support to ensure an effective process is followed
- Support, advise and lead on change management projects across the region including restructures
- Use data, business metrics and evidence to inform and drive decision making and change across your region, review branches against the KPI league table to continually improve performance
- Support, monitor and coach managers to deliver accurate and appropriate data for payroll and people management processes
- Identify and support the development of future leaders through the creation of a regional succession plan
- Liaise with the Talent Management team through workforce planning to shape and implement effective recruitment and retention strategies and activities within your region to recruit talent in line with the overall resourcing and succession plan
- Equip managers with appropriate tools, knowledge, and policies to effectively manage their teams in line with best practice and legislative changes
- Work alongside managers and the L&D team to understand training needs and support with the design and delivery of training as required
- Support the People Operations team and People Director, lead on key business projects and initiatives, including organisation redesign, structure changes, benchmarking and system implementation
- Keep up to date with current, relevant legislation and best practices and share this knowledge amongst the wider team where appropriate
- Work collaboratively with other Regional People Partners to cover periods of absence, provide support and to ensure consistency of approach all divisions of the business
Key Partners
- Wider People Team including Chapter Directors, Regional Area Partners, Branch Managers and their teams
Role Specific Competencies:
Key Performance Indicators
Delivery of Regional People plan
Feedback/measures indicating strong partnerships built
Employee Retention/attrition
Absence levels
Accuracy of employee advice/information provided
Timely and effective resolution of issues
Knowledge Required
High level knowledge of employment legislation and best practice
Good generalist knowledge of all aspects of HR; notably organisational restructure, performance management, talent management, benchmarking, people processes
Good understanding of the people challenges inherent within the Estate Agency environment
Skills & Qualifications
Proven track record of working at HR Partner level, within multi-site
Ability to develop and maintain collaborative relationships with stakeholders, demonstrating professional
credibility
Ideally CIPD level 5 qualified and above
Strong IT skills (Word, Excel, Databases, PowerPoint, Outlook and HR systems)
Confident in analysing and interpreting data to support decision making and to drive change
Balanced and thoughtful in approach, exercising good judgement
Strong coaching and influencing skills
Excellent time management and organisational skills
Ability to communicate persuasively at all levels within the business, adapting style to different individuals
and situations, always seeking win/win solutions,
Excellent attention to detail and high levels of accuracy
Ability to build trust by dealing with issues with tact and sensitivity
Behaviours & Competencies
Demonstrates professionalism, integrity and trustworthiness to build personal credibility
Decisive, driven and results orientated with the ability to provide flexible and innovative solutions and manage risk appropriately
Questions and explores, understanding context before offering solutions, practices active listening
Highly motivated, ability to prioritise own workload and work within tight deadlines
Works well under pressure and is resilient and positive in relation to change
Operates with autonomy and delivers results without the need for follow up
Works collaboratively linking in all relevant stakeholders
Courage to challenge and question constructively, willing to hold managers accountable
Strong business focus and business acumen, understands the commercial reality
Provides effective and timely feedback to managers and colleagues to drive performance
Role models the behaviours and values of the business