Head of HR Projects
Head of HR Projects
Principles for Responsible Investment
Team: People Team
Role closes - 6:00pm, 13th Apr 2021 BST (Europe/London)
£55,000 - £60,000
London UK Preferable - Commutable to London Headquarters on an infrequent Basis
Head of HR Projects
Basis - Permanent - Flexible Working
Candidates ideally will be in post by June/July 2021
About the PRI
The PRI is the world’s leading proponent of responsible investment. It works to understand the investment implications of environmental, social and governance (ESG) factors and to support its international network of investor signatories in incorporating these factors into their investment and ownership decisions. The PRI acts in the long-term interests of its signatories, of the financial markets and economies in which they operate and ultimately of the environment and society. The PRI is truly independent. It encourages investors to use responsible investment to enhance returns and better manage risks but does not operate for its own profit; it engages with global policymakers but is not associated with any government; it is supported by, but not part of, the United Nations.
Working at the PRI provides an opportunity to engage with highly motivated, culturally diverse professionals on a wide range of cutting-edge issues, such as income inequality through the lens of sustainable finance. The PRI provides scope for development at all levels with opportunities for project leadership and management working alongside some of the most influential signatories and leaders across financial markets and economies. In combination with a supportive culture that encourages continuous learning and flexible working policies, PRI is a highly engaging place to work on truly transformative issues.
The Head of HR Projects will be responsible for overseeing and delivering a great and varied range of HR projects. Working with the Chief People Officer the role will focus solely on the execution of a programme of HR improvement projects. This could include, overhauling the onboarding programme, implementing new ways of working, improvements to our diversity, equity and inclusion practices and enhancing our learning and development offering, to name but a few.
As a growing global organisation, the PRI is at an exciting phase of its development, with an ambitious strategy and an equally ambitious workforce ready for the challenges ahead. The HR team are at the heart of this transition and the People Projects Specialist will play a key role in enabling the organisation to execute its next strategy.
This is a pivotal role in executing the next 3-year HR Strategy, requiring someone with excellent project management skills and an ability to build credible relationships with key internal stakeholders from across the organisation. It requires a solution focus, excellent written communication, and a keen interest in the full range of HR topics. Whilst the role reports into the Chief People Officer and sits separate to the day-to-day HR operations, the role would work with and alongside the four other members of the HR team.
- Working with the Chief People Officer and other key stakeholders to develop and implement a programme of HR improvements, globally.
- Project management of multiple HR improvement projects, including, create project plans with and milestones, tracking and monitoring progress, reporting and post-project reviews.
- Analysis of people, and other relevant, data to inform existing HR projects or identify new HR projects
- Conduct research to develop HR project outputs, with particular attention paid to best practice.
- Develop materials with the input of the Chief People Officer as part of the individual projects, this could include reports, presentations, policies, forms, request for proposals, training materials or videos.
- Facilitate project, and other relevant, meetings, overseeing agendas and actions where necessary.
- Ensure regular communication with all key stakeholders, paying specific attention to any periods of uncertainty, lack of agreement or lack of understanding.
- Coach, mentor, motivate and lead anyone involved in the projects to take positive action and accountability for their assigned work.
- Take account of the PRI culture in all project development, with particular attention paid to the PRIs diversity, equity, and inclusion agenda.
- Assist the HR operations team with any process improvements they identify.
- Provide regular reporting to the Chief People Officer as required
PRI expects roles at a ‘Head Level’ within the organisation to demonstrate skills across the following core competencies:
- Ensures decision makers have all relevant and available information in a timely manner before decisions are made
- Evaluates risks, issues and opportunities assessing probability and consequences on both short- and long-term basis
- Simplifies issues and actions down to key factors and components for ease of use in decision making
- Can effectively capture and structure ill-defined or vague problems and is comfortable handling uncertainty
- Reflects broader understanding of the PRI’s financial, legal and people frameworks in decision making
- Understands (and utilises) how the different teams within the PRI contribute to the PRI mission and Signatory value
- Understands where the key decision points and points of influence are, advising team members how to act accordingly
- Prioritises the delivery of PRI objectives within the team
- Identifies any conflicts in PRI priorities taking appropriate action where required
- Develops collaborative working relationships breaking down silos and promoting collaborative working by team members
- Identifies and leads initiatives for building team profile internally and promotes links with other teams
- Recognises and acts on non-verbal communication, understanding what is and what is not said in a conversation
- Proactively develops partnerships that do not currently exist in areas of mutual benefit
- Takes a creative and inclusive approach to problem solving that broadens the teams thinking
- Uses the most effective influencing style to challenge or build consensus (across teams, within teams or upwards)
- Appreciates the impact of their communication on others, modifying behaviour and communication style to work in different situations
- Translates complex data that is potentially challenging for the audience and presents it in a way that enables understanding
- Role models continuous, balanced and honest feedback to others
- Builds a collaborative team environment which values the sharing of forward thinking, creative solutions and innovation
- Delegates responsibility to more junior team members to develop their capabilities
- Coaches less experienced team members/ colleagues to help them to be more successful
- Creates opportunities to develop and train the team to improve their skills and knowledge
Technical Competencies & Experience:
- Experienced HR generalist who has demonstrable experiencing of developing and implementing cross-organisational HR improvements.
- HR generalist experience should have been gained in either a HR Consultancy or a HR project role or in high growth or rapidly changing organisation where HR improvements were a significant part of the role
- Experience of working in knowledge-based organisations is desirable.
- Whilst a CIPD qualification is not essential for the role, a solid understanding of how HR departments and managers operate and interact is essential.
- Ability to create high quality materials including detailed reports, engaging presentations
- Excellent attention to detail
- Substantial project management skills and experience, with proven capability of successfully delivering to plan
- Excellent written communication and verbal presentation skills
- A collaborative and consultative approach to working with others and committed to fostering an inclusive environment
- IT/system skills Microsoft Office, particularly Word, PowerPoint, and Excel. Experience of working with a HRIS or other databases would be desirable.
- Language skills, other than English, are desirable
We particularly welcome candidates from currently under-represented groups, including black, Asian, and other ethnic minorities, those with a physical or mental disability, LGBTQ+ and those who are neurodivergent.