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Human Resources leads the implementation of the Group’s people strategy in line with the business objectives. We facilitate talent management, succession planning and employee mobility, while defining and overseeing frameworks that support employee performance management, reward, learning and development, resourcing, and engagement.
The HR Strategy and Planning Manager is responsible for the delivery of the HR Strategy Office agenda. This includes defining and monitoring the HR and People Strategy and associated People Priorities for the Group. You will also be responsible for the delivery of special projects as part of the HR Strategy & Transformation team.
In this role, you will:
- Support the Head of HR Strategy & Transformation to define the HR and People Strategy and associated People Priorities for the Group. This includes facilitating the engagement of the HR Exco and HR Leadership Teams through 1:1 meetings, facilitated workshops / working sessions, off-sites.
- Build relationships with Group Strategy, acting in an interlock capacity to ensure broader business strategy and associated talent implications are fed into the HR strategic plan.
- Work with the Head of HR Strategic Planning to ensure HR leadership teams are informed and the wider people strategy and plans are aligned and connected.
- Coordinate the collection and consolidation of inputs from across HR Strategy & Transformation, HR Global Service Owners (GSOs) and wider HR teams for the Chief HR Officer (CHRO), HR Exco, HR Leadership and Group Strategy/ Transformation meetings, as well as People and HR Strategic updates to the GEC/ Board.
- Work with the wider HR Strategy & Transformation team, including HR Change Adoption, HR Change Capability, and HR Change Portfolio teams, to ensure related plans reflect the people priorities.
- Carry out non-specialist research, managing special projects as required. Primarily in relation to the development and maintenance of the People and HR Strategy and associated People Priorities, M&A activity, and consolidating regular reporting on progress and outputs against the people priorities to the Head of HR Strategy & Transformation.
- Identify and share best practices and thought leadership (internal and external) with the HR Strategy & Transformation team and HR Function.
- The HR Strategy & Planning Manager will manage one or more oversight capabilities in support of M&A (Mergers, Acquisitions, Divestments/ Disposals) and Organisation Design for HR, which includes but is not limited to:
o Requirements and approach to uplift and embed M&A capability alongside wider people considerations.
o Maintaining and building on the M&A People playbook and proposition, socialising, and refining this with internal stakeholders to create specific HR offerings.
o Working with teams beyond HR (including Corporate Development and Digital Business Services) to inform our approach and position on key activity in support of M&A.
o Maintaining a consolidated view of the known pipeline of M&A change, and the operating rhythm / processes for identifying and tracking the pipeline of activity.
o Working with the HR Strategy & Transformation Portfolio team to ensure HR SMEs are aware, engaged, and supported through relevant change governance.
o Embedding the method for changes to / new organisation design and implementation for the HR function.
o Partnering with HR leadership and their teams to scope the above and provide SME insight and QA as designs and plans evolve.
o Maintaining the HR OD playbook and ensuring due diligence around change control.
o Leading specific OD workstreams (as required) in support of the HR COO agenda.