Ashley Kate are looking for an experienced HR strategic Business Partner/Manager for a brand new role with a prestigious organisation in Oxford.
This role has been created following a department restructure and will involve working closely with senior managers to develop the people agenda and design and deliver organisational change initiatives.
This is a permanent role and the salary is circa £55-60k and Hybrid/remote working is available.
·Embed the People & Culture Strategy through a range of initiatives including the development of local People Plans which incorporate attraction and selection, succession planning, employee engagement, equality, diversity and inclusion, data insights and actions, and continuous organisational improvement
·Utilise people data and link to other available data to identify and design solutions for improvements.
·To provide coaching, advice, support and challenge to managers to enable them to deal effectively with a range of people management scenarios
·Ensure the areas are continually evolving and are designed in line with organisation design principles, are fit for purpose and deliver desired levels of performance
·Engage the business areas in embedding and living the People & Culture strategy through conducting stakeholder briefings and associated communications and integrated planning
·In partnership with the other areas of the People Directorate, develop, implement, and embed effective people development strategies to enhance capabilities and ensure robust people management, attraction, selection and succession and retention plans are delivered
·To work collaboratively across the whole of the People team, co-creating solutions where applicable to ensure a joined up team approach to People solutions
·Demonstrable success in a strategic HR Business Partner role
·Strong influencing and stakeholder management skills, with experience working with Directors, Heads of Department and Senior Leadership teams
·Commercial awareness, with the capacity to link people strategies to business performance indicators
·Experience of employee relations, organisational development, change management, reward, talent, and performance management
·Comprehensive understanding of HR best practice and trends
·The ability to turn data into meaningful insights for managers, presenting forward ideas and solutions to support growth and development initiatives
·A focus on continuous improvement, looking to develop both personally and professionally, regularly seeking out feedback
·Strong organisational skills, with the ability to lead multiple projects at one time and juggle priorities
·The ability to work at a strategic level but understand the operational level
·Previous experience of designing and implementing people plans and strategies in business areas
·EDI champion and confident in working with and communicating about difference, diversity and inclusion