Junior People Partner - Operations (12 month FTC)

What You’ll Be Doing

As a Junior People Partner at Moonpig Group, your primary responsibility is to provide support to the People Partnering team to ensure we shape, develop, and implement HR plans and solutions aligned to business requirements, pivoting where required. This role will also work closely with People Operations and other COE’s to ensure there’s efficiency with our processes, and consistency across the division in relation to our cyclical activity, plus people policies and processes.

Within Moonpig Group, there’s a clear philosophy that Managers should take full responsibility for their employees, with HR providing support, and this role plays a key role in ensuring this philosophy is embedded.

Key Responsibilities include-

Business Partnering & Supporting the People Partners

• partnering with business stakeholders and supporting them with their People Plans
• driving a positive and high-performance culture within the teams you support in order to increase the engagement of the workforce.
• being a trusted advisor to your key stakeholders, providing them with sound advice in order for them to effectively run their teams, whilst providing honest feedback with empathy in order for your stakeholders to improve as effective leaders. This includes supporting the People Generalist with ER Advice for Ops (escalation point).
• proactively support in the delivery of People Plans across the business, this could be in the form of supporting on with cyclical activity or projects, reporting requirements, and trend analysis to support the People Partnering team from being reactive to proactive & strategic.
• proactively support engagement planning across the business, providing ideas, insights & trend analysis where required
• advising on compensation and benefits topics, such as salary adjustments and promotions
• reviewing exit interview data and support stakeholders with recommendations to ensure we act upon feedback

Centre of Excellence Support

• working closely with the Group Head of People Operations, and People Operations Manager to ensure that cyclical activity or projects runs smoothly, efficiently and consistently across all functions.
• ownership of sharing to stakeholders useful insights from the HR dashboard, and working closely with the People Operations team to make sure the data is valuable and fit for purpose for the business.
• working closely with L&D & Talent Lead to build and implement solutions for our workforce depending on requirements from the People Partnering and People Operations team, such as supporting managers becoming effective leaders, building resilience across the organisation, unconscious bias etc.
• work closely with Internal Communications to ensure the workforce is updated to effectively

Developing & Supporting Others

• providing guidance and advice to the HR Advisory team and support on ER cases, and the People Operations Manager where required.

People Team Engagement & Culture

• championing and driving a positive culture within the wider PeopleTeam
• Key metrics: stakeholder, colleagues & peer feedback, engagement scores across stakeholders you support, objective delivery, accuracy in the execution of people related activity (such as data submissions, and People Operations information).

Key Behaviours include -

• Commercially Minded: Develop strong commerciality to understand how aligning HR strategies with overall business goals and objectives can add significant value to an organisation. This should be demonstrated within strategic decision making, cost & risk management, retention and talent management, and return on investment(ROI).
• Professionalism: Maintain a high level of professionalism in all interactions, both within the organisation and with external stakeholders. This includes dressing appropriately, communicating effectively, and demonstrating respect for others.
• Adaptability: Be flexible and open to change. The business environment is dynamic, and the ability to adapt to new situations is crucial for success.
• Proactive Attitude: Take initiative and demonstrate a proactive approach to problem-solving. Identify opportunities for improvement and contribute ideas to enhance business processes.
• Effective Communication: Develop strong communication skills, both verbal and written. Clearly express ideas, actively listen to others, and foster open and transparent communication within the team.
• Teamwork and Collaboration: Work well with others and contribute positively to team dynamics (including but not limited to the: People Partnering, People Ops, and the wider PeopleTeam).
• Time Management: Prioritise tasks, manage time effectively, and meet deadlines. Being organised and efficient contributes to productivity and overall team success.
• Accountability: Take ownership of your responsibilities and deliver results. Accept accountability for your actions and decisions, and learn from any mistakes or setbacks.
• Drive to Learn: Cultivate a continuous learning mindset, inclusive of a “test and learn” mentality. Staying updated on industry trends, acquiring new skills, and seeking opportunities for professional development.
• Ethical Conduct: Uphold high ethical standards in all business dealings. Demonstrate integrity, honesty, and transparency in decision-making and interactions.
• Stakeholder Focus: Understand the needs and expectations of clients or customers. Strive to deliver value and exceptional service to build positive relationships and enhance the reputation of the business.
• Analytical Thinking: Develop the ability to analyse data, trends and information to make informed business decisions. Critical thinking skills are valuable for problem-solving and strategic planning.
• Networking: Build and maintain professional relationships within, and outside the organisation. Networking can open up opportunities, provide insights, and contribute to personal and business growth.
• Results-Oriented: Focus on achieving measurable results. Set realistic goals, track progress, and adjust strategies as needed to achieve desired outcomes.

• About you
• Essential -
• Hold or be working towards a recognised HR qualification (CIPD Level 5 preferable)
• Significant experience in HR Advisory roles, providing support, advice and guidance to managers, and employees
• Strong knowledge of UK employment law
• Experience in data analysis

• Nice to have -
• Experience supporting change management initiatives
• Experience supporting organisation wide transformational projects
• Strong knowledge of Netherlands employment law