Performance & Capability HR Business Partner
Role Overview:
The Performance & Capability Business Partner will co-lead on the execution of our Talent, Capability, Culture and Engagement Strategy. As a role model for the business, they will be
responsible for ensuring the implementation of a strategy that embeds a collaborative, proactive culture of deep competence which includes mindset, skills, knowledge, behaviours, and actions
that drive high performance which enables our strategic must wins.
Role Deliverables:
•Actively collaborating with the VP Culture and Performance, VP People, HRBPs and wider
•People team to execute the Talent, Culture & Engagement Strategy.
•Strategy – making sure our approach is business-aligned and commercially focused
•Partner with internal and external stakeholders to design and deliver effective interventions, through a developed understanding of specific business areas and business needs.
•Build effective long-term partnering relationships, aligned to the strategic must wins of the business.
•Participate in cross-functional project work, aligned to overall business strategy
•Manage and own relevant Performance and Capability policies, ensuring compliance from all stakeholders, aligned with business processes, best practice and current market trends.
•Work with wider People Team to support all People lead initiatives and programs to aid the successful implementation and embedding of them into the business.
•Ensure all Performance and Capability strategies and programmes are consistently delivered in line with our company values of be Brave, be Excellent and be Respectful
Performance
Leading on diving a High-Performance culture through all performance related processes, measurements, metrics, initiatives, and performance management cycles
Shape and drive leadership and management performance and development agenda to meet current and future needs including hypo talent, succession planning and critical role mapping.
Collaborating closely with the wider People Team in all performance related initiatives linked to the performance management process that is centred on setting employee
goals, aligned to the strategic must wins of the business and involves the process of planning, monitoring, reviewing, and rewarding employee performance.
Capability
Engage and work collaboratively across all functions and job families to develop a dynamic and effective learning environment.
Lead and embed a leadership through coaching culture.
Lead on Learning and Development initiatives derived from the transformational change programs including Hydra (internal change program), ERP (SAP, S/4 Hanna),
Facilitate, initiate and be a catalyst for building deep competence in total capability which includes mindset, skills, knowledge, behaviours, and actions.
Create a learning & development plan to support business and functional defined performance needs through their agreed function/department/regional talent and culture plans.
Lead/manage/design learning programmes in conjunction with subject matter experts/associated learning partners.
Mange all associated external partnerships, agreements, terms of business etc.
[This is not an exhaustive list and may be subject to change and amendment]
Qualifications, Skills & Experience
· Third level qualification/ CIPD (relevant L&D body) Qualified
· Learning & Development /Training qualification
· Experience in leading L&D initiatives and experience in delivering training
· Coaching qualification and demonstrative experience of delivering coaching.
· Strong communication and presentation skills with the capability to adapt and flex style to suit all audiences.
· Assertive, confident, and credible in your approach.
· A 'can do', team player attitude.
· Reinforces the organisation's core values and behavioural expectations.
Other Significant Role Requirements:
Full clean driving licence and valid passport
will require travel to global locations***
Competencies to perform the role:
Driving Strategy – Encourages flexibility and innovation to ensure strategic goals are met.
Aligns short term plans and goals to long term objectives. Keeps the team up to date with broader developments.
Leading Others – Enables others through sharing knowledge and expertise. Set high expectations for themselves and those around them. Empowers others to perform at their best.
Sets a positive example for others to call.
Inspiring Others – Is a positive role model for colleagues. Approaches challenges with persistence and resilience. Encourages others to be their best selves.
Driving performance –Highlights positive behaviour and results of others. Encourages high but realistic expectations. Proposes solutions to problems. Sets clear expectations for others.
Teamwork – Works collaboratively with others across the company. Supports other as well as working independently when appropriate. Recognises the contribution of others to achieve collective goal.