People Partner

HAVE YOU GOT SPIRIT?

Succeeding in today’s energy world means always seeking new and better ways of working. At Spirit Energy we are open to hearing all ideas and believe the voices of our teams have value. Upholding our values at all times to ensure we are giving our teams space to thrive and room to grow. At Spirit, there are always opportunities for development that add value both to our colleagues and to our projects.

Our Aberdeen office finds success through a social and workplace culture in which we promote a positive work/life balance through a series of health initiatives, benefits, and career development opportunities. If you are ready to take the next step in your career with an innovative and energetic team, then we want to hear from you.

THE OPPORTUNITY – PEOPLE PARTNER (CONTRACT POSIITON)

Our People Partners work closely with and provides coaching to business leaders to build their people capability, plan and manage talent and develop approaches that achieve our shared organisational objectives. They act as a point of people expertise for the organisation.They manage projects as part of a project team, implementing broader people initiatives across the organisation or within specific business areas.

CONTRACT DURATION – 1 year

LOCATION – Aberdeen, Hybrid working

TIME TYPE – Full Time

RATE - £350 Per Day

AND NOW FOR THE TECHNICAL BIT…

Once in role, you will be accountable for:

• 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 Spirit Energy 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 Spirit’s 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.

ABOUT YOU

You’ll need to have robust experience gained from working in a number of relevant HR role, perhaps in different organisations or in different functions within the same organisation. You will have a Bachelors or Masters degree, or equivalent, in an appropriate discipline. Ideally, you will be CIPD qualified.

To be successful in this role you will have:

• 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.
• 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.

In addition to technical knowledge and credibility, we are searching for a someone who lives our values of Agility, Collaboration, Courage, Care and Delivery, enables and supports change and brings fresh and dynamic thinking.

But we’re not just about energy, we’re about Spirit

At Spirit Energy we believe that embracing inclusion, diversity, and equality allows for better collaboration and innovation. Therefore, we seek talent from every avenue, and offer flexible and part time working to support our colleagues personal development and promotion. Offering our teams competitive benefits and opportunities of development and skill building, we believe that our colleagues can shape the future of the UK Energy Sector. If you’re excited to shape the future of energy then apply today!