3,305 Human Resources Management jobs in the United Kingdom

HR Business Partner - Talent Acquisition

SW1A 0AA London, London £55000 Annually WhatJobs

Posted 10 days ago

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Job Description

full-time
Our client is recruiting for a strategic HR Business Partner with a focus on Talent Acquisition to join their dynamic team in London, England, UK . This role offers a hybrid working arrangement, combining essential in-office collaboration with the flexibility of remote work. The successful candidate will be instrumental in developing and executing innovative talent acquisition strategies to attract and retain top talent across the organisation. You will partner closely with hiring managers to understand their staffing needs, define job requirements, and develop effective recruitment plans. Key responsibilities include managing the full recruitment lifecycle, from sourcing and screening candidates to conducting interviews, extending offers, and ensuring a positive candidate experience. You will also be responsible for employer branding initiatives, social media recruitment, and leveraging various recruitment channels to build a robust talent pipeline. This role requires a deep understanding of the current labour market, compensation trends, and best practices in talent management. You will contribute to the development and implementation of diversity and inclusion initiatives within the recruitment process. The HR Business Partner will also be involved in workforce planning, succession planning, and performance management, providing HR expertise and guidance to business leaders. Exceptional interpersonal and communication skills are essential, as is the ability to build strong relationships with stakeholders at all levels. A CIPD qualification or equivalent, along with a proven track record in a similar HR role, preferably with a focus on recruitment, is highly desirable. This is an exciting opportunity to shape the future workforce of a growing organisation.
This advertiser has chosen not to accept applicants from your region.

HR Business Partner - Talent Acquisition

WV1 1AA Wolverhampton, West Midlands £50000 Annually WhatJobs

Posted 10 days ago

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Job Description

full-time
Our client is a rapidly growing organization committed to fostering a supportive and high-performing work environment. We are looking for a proactive and experienced HR Business Partner with a strong specialization in Talent Acquisition to join our team. This role is primarily based in **Wolverhampton, West Midlands, UK**, with a hybrid working arrangement that allows for a blend of in-office strategic work and remote flexibility. You will be instrumental in attracting, sourcing, and securing top talent across the organization, partnering closely with hiring managers to meet evolving workforce needs.

Responsibilities:
  • Serve as the primary HR point of contact for designated business units, aligning HR strategies with organizational goals.
  • Lead full-cycle recruitment efforts for a variety of roles, from entry-level to senior management positions.
  • Develop and implement innovative talent acquisition strategies to attract diverse and qualified candidates.
  • Partner with hiring managers to understand staffing requirements, define job descriptions, and develop effective interview processes.
  • Utilize various sourcing channels, including online job boards, social media, professional networks, and recruitment agencies.
  • Screen resumes, conduct initial interviews, and assess candidate qualifications and cultural fit.
  • Manage the offer process, including compensation negotiation and background checks.
  • Develop and maintain strong relationships with candidates and hiring managers throughout the recruitment lifecycle.
  • Analyze recruitment metrics and provide insights to improve efficiency and effectiveness of talent acquisition processes.
  • Contribute to broader HR initiatives, including employee engagement, performance management, and retention strategies.
  • Ensure compliance with all relevant employment laws and regulations.
  • Stay abreast of current talent market trends and best practices in HR and talent acquisition.

Qualifications:
  • A Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field; CIPD qualification is a plus.
  • A minimum of 5 years of progressive experience in Human Resources, with a significant focus on Talent Acquisition and Recruitment.
  • Proven track record of successfully managing recruitment processes for diverse roles and levels within an organization.
  • In-depth knowledge of recruitment best practices, sourcing techniques, and applicant tracking systems (ATS).
  • Excellent interpersonal, communication, and negotiation skills.
  • Strong understanding of employment law and HR best practices.
  • Ability to build rapport and influence stakeholders at all levels.
  • Excellent organizational and time management skills, with the ability to manage multiple priorities effectively.
  • Experience working in a hybrid environment, balancing remote tasks with on-site presence in **Wolverhampton, West Midlands, UK**.

This is a key role for our organization, offering the chance to shape our talent strategy and contribute significantly to our growth. If you are a strategic HR professional passionate about talent acquisition, we encourage you to apply.
This advertiser has chosen not to accept applicants from your region.

HR Business Partner

CF10 Cardiff, Wales Teleperformance

Posted today

Job Viewed

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Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.

HR Business Partner

B1 Birmingham, West Midlands Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.

HR Business Partner

BT1 Belfast, Northern Ireland Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.

HR Business Partner

G1 Langside, Scotland Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.

HR Business Partner

LS1 Birks, Yorkshire and the Humber Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.
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HR Business Partner

L1 Liverpool, North West Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.

HR Business Partner

BT34 Warrenpoint, Northern Ireland Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.

HR Business Partner

M1 Ancoats, North West Teleperformance

Posted today

Job Viewed

Tap Again To Close

Job Description

Job Title: HR Business Partner

Department: Human Resources

Salary: £32K

Travel Required: Yes, if cluster-based Hours: 37.5 hours per week

Reports to: Head of HR Business Partnering

Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site

Contract Type: Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

  • Responsible for all day-to-day HR activities required to support in local site/business area
  • Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies
  • Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported
  • Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support
  • Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches
  • Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business
  • Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin
  • Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities
  • Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service
  • Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks
  • Continually identifies new opportunities to add value to local and wider business area
  • Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders
  • Supports the HR function as a whole in shaping the People Strategy and delivering it’s objectives
  • Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area
  • Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas
  • Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed
  • Contributes to the development of HR policies, and ensures local management teams are fully educated in these and able to effectively interpret and apply them in practice
  • Attends internal meetings as required to represent the HR function
  • Completes all administration associated with HR responsibilities
  • Provides essential support to the Head of HR Business Partnering as needed
  • Supports and drives a culture of high employee engagement across your area, where local, national and global recognition programmes, awards, incentives and engagement initiatives are delivered effectively, working with the Head of Engagement & Retention to ensure successful delivery
  • Adopts the Teleperformance management ethos of “Support First, Manage Later” when giving advice and support to ensure all employees receive ample help and encouragement to succeed, before management steps are taken to resolve any problems with performance, behaviours, and attendance Maintains open and honest channels of communication at all levels across your area to ensure employees and managers can approach you for advice, raise concerns and develop solutions to problems
  • Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction
  • Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices
  • Other duties as assigned.

Main Job Requirements

Education and Specific Training

  • Formal qualification in a HR-related area, such as: o Certificate in Human Resource Practice, or o Degree in HR Management, or similar
  • OR equivalent experience
  • Membership of CIPD, or similar, is preferable
  • Up to date employment law knowledge
  • Republic Of Ireland employment law knowledge desirable Work Experience
  • 2 years of solid HR experience in a contact centre environment, or
  • 3 years HR generalist experience in another high-paced industry, or Special Certifications
  • Lean Six Sigma certification at Yellow Belt level, preferred

Required Skills Technical Skills

  • Comprehensive computer skills
  • Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others
  • Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday or similar

Competencies and Specific Skills

  • Takes responsibility for own performance
  • Works on own initiative
  • Commercially aware
  • Strategic mindset
  • Compassionate
  • Achievement driven
  • Excellent analytical ability
  • Exceptional attention to detail
  • Excellent communication skills – verbal and written
  • Excellent influencing skills
  • Flexibility
  • Resourceful Committed
  • TP brand ambassador
  • Lives and breathes the company values
  • Self-motivated
  • Team player
  • Creative thinker
  • Confident to challenge
  • Advanced levels of resilience and focus
  • Excellent facilitation and presentation skills
  • Continuous improvement mindset
  • Excellent organisation skills
  • Priority Management skills
  • Credible
  • Trustworthy
  • Dependable
  • Courageous
  • Empathetic


This advertiser has chosen not to accept applicants from your region.
 

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