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Job Description
Job Purpose
Oversee people activities across the Business Transformation function, including our global D365 Implementation Programme, ensuring alignment with the global Business and People strategy, through strategic collaboration with senior leaders in the function (including RMB stakeholders). Build people capability by shaping and implementing effective people strategies and activities within the client group to enhance employee engagement and create a high performing environment. Act as a consultant and trusted advisor to leadership teams to drive talent strategies, organisational change, workforce planning and engagement to enhance business performance. Be able to operate independently with minimal input from Head of HR and deputise for Head of HR when required.
Main Responsibilities
Strategic Planning
- Partner with business leaders to define and deploy the People Strategy aligned with the functional strategy, aligned with wider business strategy. Be a core member of the client group leadership team.
- Collaborate with HR centres of excellence (CoE’s) to deliver effective HR solutions that support the People Strategy while aligning to business needs.
- Use a data driven approach to analyse trends and metrics to support decision making, measure HR impact and improve productivity.
- Drive organizational change and transformation initiatives.
- Supports the development of fair and motivating compensation strategies aligned with business success.
Delivery and Execution
- Work in partnership with wider HR team to deliver key annual people activities (including performance management, pay review, engagement and talent review) across client group to ensure processes are understood and followed by managers.
- Build strong relationships across the HR team to enable effective delivery of HR initiatives and projects.
Senior Level Business Partnership
- Partner with senior leaders to drive HR strategies that support business objectives and organisational growth.
- Collaborate with senior leaders to understand business needs and provide strategic HR guidance and solutions.
- Coach, influence and support leaders on a range of people activities and challenges.
- Ensure HR policies and practices are implemented effectively to ensure compliance.
- Coach and Influence leaders through guiding and challenging thinking to ensure the right outcomes for the business.
Culture and Engagement
- Lead the evolution of culture within client group to embed Rotork’s DNA
- Ensure engagement areas of focus / action become a core business process and activity within client group
- Be a visible role model for Rotork DNA and Behaviours to the business.
Talent Development
- Lead talent and succession planning within client group to ensure Rotork recruits and develops high calibre talent with a focus on supporting Rotork strategic initiatives around internal talent development and diversity.
- Support strategic workforce planning (to include succession planning and talent management) across client group to ensure the next level of leaders are developed within client group
- Attract top talent into the organisation by working together with TA Partner to develop and implement strategies to attract top talent to client group
- Retain talent through partnering with leaders to embed effective workforce planning, succession planning and talent management.
Organisation Change/ M&A
- Lead organisational change initiative and transformation to improve organisation health within client group. Ensure change is embedded for long term impact.
- Ensure client group is ready to deliver sustainable business growth
- Shape structures and processes to optimise workforce effectiveness
- HR leadership on merger/ acquisition projects from the early due diligence process, integrations plans, benefits harmonization to ensuring appropriate execution of divestitures employee related matters as well as onboarding, working together with the wider HR team.
Qualifications
Required skills and competencies
- HR qualified – possess a Bachelor’s degree or equivalent experience. Relevant HR qualification (e.g. CIPD, SHRM, HR Diploma, HR Masters) preferred
- Experience of HR business partnering – from a fast paced, international and matrixed organisation. Likely to come from a minimum of 15 years’ experience in HR with a focus on commercial HR leadership roles. Proactively looks for ways to create mutual value in partnerships, encouraging others to adopt a win-win mindset throughout the organization. Strong problem-solving skills and ability to handle complex HR issues.
- Excellent interpersonal and stakeholder management skills – able to build strong relationships with internal and external senior stakeholders to influence outcomes, manage expectations and ensure alignment of HR initiatives with business priorities. Proven experience of partnering with senior leaders.
- Business acumen – commercially aware, with a good understanding of financial drivers, risk and reward, industry trends and macro-economic changes which impact the business. Proven experience of leading business operations and the ability to provide strategic HR support based on understanding of financial P&L.
- Customer focused - promotes a positive influence on others and demonstrates a passion to deliver excellent service. Fosters an environment that maximises employee satisfaction and productivity.
- Collaborative - works cross-functionally to ensure HR solutions align with business needs. Understands cultural differences and ability to work and lead teams effectively in a global environment.
- Analytical – a clear thinker with strong attention to detail. Able to make decisions quickly and often without all the information available. Uses analytics to measure HR impact and drive informed decisions.
- Digital agility – comfortable in using technology to drive automation, efficiencies and focus on value-add delivery.
- Curious and self-motivated - keen to learn and comfortable challenging embedded perceptions and practices. Prepared to take the initiative and be proactive. A team player but also able to demonstrate a high level of initiative and comfortable working without close supervision.
- Execution excellence - excellent planning skills, able to adapt and cope with the unexpected, action orientated and problem-solving mentality.
- Communication excellence – clear and effective written and verbal skills.
