Attracting, Retaining & Developing Talent

• Leveraging insight from a workforce plan, work in close partnership with Talent Acquisition to build a good pipeline of talent and enable them to deliver timely and quality fill to vacancies.
• Deliver succession planning and proactive talent management, utilising agreed global frameworks and tools, helping spot high potential colleague, identify retention risks and associated actions.
• Use external labour market insight to anticipate talent supply constraints and advise leaders on performance issues.
• Aligned with our global DEI strategy, ensure that wellbeing and DE&I considerations are embedded, and act as a strong advocate for our approaches on this within your business area.
• Contribute to the identification of future skills requirements for the given area of the business, feeding that into the Learning COE and in future workforce plans.

Supporting Greater Performance Edge

• Ensure that Being my Best frameworks and performance expectations are understood and embedded, supporting upskilling of management as appropriate.
• Support managers to have the confidence, capability and mindset to manage underperformance.
• Play your part in helping build a culture of everyday feedback to support performance goals.
• Ensure timely and effective resolution of employee relations issues, escalating the most complex cases to the Head of Commercial People Partnering.

Enhancing Culture & Engagement

• Ensure clear understanding of current levels of engagement and key areas for improvement within the given business area, leveraging Your Voice data, local colleague listening etc.
• Work with the relevant business leaders to create and oversee delivery of engagement action plans.
• Feed insight on engagement issues and opportunities into the wider P&C community.
• Be fully aligned with the cultural evolution journey Hays is on and seek to reflect that in plans, delivery, and how behaviours are recognised and challenged within the stakeholder group and P&C.

Knowledge, Qualifications & Experience

• Credible People business partnering experience, with a track record in contributing to and delivering on people and workforce plans.
• Experience in succession planning with senior stakeholders with a focus on action and delivery.
• A good understanding of employee engagement and track record in supporting business teams to deliver improvements.
• Experience in delivery of talent and performance management within business teams.
• Experience in employee relations and delivery of organisation design.
• Comfortable with analysing data, identifying trends and making appropriate recommendations.
• An advocate for equity, diversity, inclusion and wellbeing with experience of embedding these within business planning.

Skills and Competencies

• Able to effectively manage and influence stakeholders at all levels.
• Pragmatic: able to deliver guidance in a fast paced, complex environment, and communicates clearly and openly to win support and challenge business leaders.
• Commercially focused; able to deliver commercial solutions which also fit People good practice requirements and demonstrate excellent execution skills.
• Highly organised, can work under pressure and to deadlines.
• Able to problem solve and challenge the ‘norm’.
• Demonstrates behaviours that support and reflect the Hays valued behaviours.
• Collaborative with an appreciation of global/ local needs.
• Good attention to detail.
• Complete discretion and confidentiality.
• Able to prioritise and maintain focus on goals that have the biggest impact to business performance.
• Ability to spot issues and identify solutions independently before they become a blocker, and escalate appropriately where relevant.
• Curious and creative, able to look for new ways to do things to drive performance and success both inside and outside of your immediate responsibility.