Reporting to the Acting People Director, the People Partner will provide high level commercial advice on the full range of generalist People issues to dedicated client groups.  This is a hands-on role that requires someone who is happy to get stuck in, whilst also working and thinking on big picture projects too.

The People Partner will proactively introduce best practice People initiatives; continually aiming to raise the profile of the People function internally and externally and to establish brilliant client relationships.  

The role also includes involvement in all areas of People and initiatives in line with the business strategy.  A clear People and D&I strategy exists with 4 main areas:  Find It, Keep It, Grow It with the D&I/Culture being the fourth pillar.

Please note that this is an onsite role (4 days in the office/1 working from home).

Key responsibilities:

Employee Relations

• Coaching Senior Management on capability and conduct issues from informal to formal stages.

• Attend and advise on any formal disciplinary or grievance situations as required, following company policy.

• Ensure accurate and timely process in respect of preparation, investigation, attendance at meetings, follow up and ongoing monitoring of disciplinary and grievance issues.

• Keep informed of and interpret employment legislation and ensure all client groups are kept up to date with amendments to relevant Employment legislation – minimising risk to the business.

• Liaise with internal and external counsel and line managers on any complex proposed/requested changes to contracts, terms, and conditions etc, balancing legislation with operational and commercial/business needs. 

Organisational Development

• Supporting structural change initiatives by the provision of expert People advice on the structures required to meet the business needs and the process to be followed to manage the change.

• Working with the Acting People Director to play an active role in our succession planning process. Feed into overall HarperCollins high potential plans and ensure follow up as necessary.

Remuneration and Benefits

• Working with the Acting People Director, provide advice on the management of remuneration for client groups, ensuring consistency and transparency, both internally and within the market.

• Manage the bonus and annual salary review process with client groups, ensuring excellence in advice and challenging managers on decision making, enabling employees to be recognised and treated fairly.

• Provide ad hoc advice where necessary to employees on benefits and remuneration.

Recruitment and Retention

• Managing and working with the Talent Acquisition Manager planning budgets, determining departmental structures, and reporting lines.  Supporting management with design of roles and responsibilities and appropriate remuneration.

• Work as a business partner in determining selection of candidates, attending interviews and supporting decision making where appropriate.  Provide guidance to Management on candidates to assist in ensuring that HCUK has the very best employees in place that fit our aim of the best talent from a diverse, professional talent pool.

• With the Talent Acquisition Manager in the recruitment process ensuring that the processes are consistently adhered to, including the correct authorisation procedure prior to recruitment.

• Continuously and pro-actively review effectiveness of recruitment methods and agencies along with the Talent Acquisition Manager.

• Work with the wider People Team on practices that support Diversity & Inclusion in hiring the very best talent from the broadest demographic.

Learning and Development

• Provision of advice and support to Management in relation to our Company check-in process, including team/individual goal setting and feedback.  Coaching heads of department on identifying training needs and completion of Personal Development Plans.

• Proactive advice on identifying training needs in client groups, working with the Acting People Director to ensure that all training meets the needs of the business and develops the organisation and individual.

  Management of Administrative Processes

• Ensure People Administration processes are being fulfilled efficiently and effectively by the People Administrator and that systems are working at their optimum levels in respect of:

  -          New Starters, leavers, changes

  -          Changes to terms and conditions of employment

  -          Payroll, maternity entitlements, parental leave etc

  Making HCUK an “Employer Of Choice”

• Working on added value projects to drive our employee value proposition and culture.

• Continually looking to improve all aspects of our people experience at HarperCollins.

• Actively embrace and promote HCUK Values in everyday business activities.

  People Function – Return on Investment

• Supporting and developing the data, insights and value on all aspects of the People function from:

  -          ER

  -          Resourcing; internal mobility

  -          L&D

  -          Engagement index

  -          D&I Survey

• Continue to think commercially about the People Function and how we can continue to drive the best value for the business.

  Project Management

Undertake and deliver several projects annually in line with the People Plan and D&I Plan.

Skills Required:

• Proven People track record and experience with a sizeable client base.

• Significant employment law experience in dealing with organisational development, the 5 fair dismissal reasons, TUPE and the 9 Protective Characteristics.

• Ability to work both operationally and strategically (splits 60/40 approx).

• Broad awareness and understanding for the resourcing, talent management, OD, ER and Comp&Ben agendas.

• Team player within the People Team, adding and contributing to the wider team dynamic as well as clients.

• Diplomatic, practical with commercial and business acumen.

• Demonstration of numerical and financial skills.

• Experience within a face-paced, evolving business.

• Strong written and oral communication skills.

• Ability to challenge (in a professional way) at senior level.

• Proven ability to facilitate, persuade, influence and build credibility with all levels and all functions.

• Analytical, interpretative and decision-making skills within a process environment.

•   Consultancy skills, specifically diagnosis and contracting.  Experience in planning and orchestrating available resources.

• Strong coaching and relationship building skills.  Demonstrates a track record as a valued coach and peer in the business (up to and including functional leadership levels).

• Hands on and with a positive “can do” disposition.

•   Passion, energy and strong communication skills with the People team.

• Being a highly ethical operator.

• CIPD qualified or equivalent.

If you wish to discuss anything regarding this position and/or your application to this role, please reach out directly to natalie.robertson@harpercollins.co.uk with subject heading ‘Vacancy Query’ plus the job title and we will aim to get back to you within 5 working days.

Please note, if you are interested in the role you would need to submit your application via Applied. We do not accept email applications.