Senior HR Business Partner

Job objectives

Senior HR Business Partner is responsible for the delivery of the people agenda in their area of operational responsibility, partnering with managers in the business, providing advice and counsel in people management practices in support of delivering and executing the business plan.

The Senior Business Partner will have significant business partner experience and be responsible for a business area across multiple clients, services or locations with the ability to work independently on most elements of the role.

The role provides guidance and coaching for effective people management and is responsible for developing and implementing solutions to support leaders across the entire employee life-cycle. This role works in conjunction with the Centres of Expertise to deliver employee engagement tools; talent management; workforce planning and resourcing; organisational effectiveness; change management and risk mitigation through effective employee and industrial relations. This role is responsible for developing effective leadership and appropriate development of people and skills within their area of responsibility.

The role acts as counsel on people related issues, forming robust stakeholder relationships with customers, with a significant amount of influence required.

Key accountabilities & responsibilities

Act as key support to business managers, ensuring delivery of HR objectives through effective relationships and engagement with Shared Services and Centres of Expertise

Responsible for day to day HR decisions, ensuring that support and advice are aligned with both business and functional objectives

May lead and/or execute the implementation of HR programmes across the employee life cycle

Identify, understand and address areas of risk in area of responsibility through robust people management processes

Lead complex case management, supported by HR Coordinators and Advisors, Shared Services and Centres of Expertise

Pro-actively contribute to the business decision making process by providing guidance and advice across all areas of the employee life cycle

May lead and/or execute the delivery of HR tasks during acquisition and integration activities in area of responsibility

Coaches and influences managers to develop their leadership efficacy in line with Wood culture, values and behaviours

Drives robust people development and performance management throughout the business area, to build and retain skills needed to deliver the operational business in the short to medium term

Coaches and influences managers

Promotes the talent management process within business area and understands the benefits of such process

Understand reward methodology and oversees reward decisions for managers served business area

Gain good understanding of recruitment plan for managers served and takes an active involvement in selection of key and/or strategic roles

Act as representative for the company at appropriate industry, client, trade union events/forums

Support development and succession opportunities within the HR team

Work in partnership with Shared Services & Centres of Expertise to ensure and assure HR service excellence within agreed KPIs

Responsible for timely and accurate reporting of HR metrics and robust analysis and recommendations in support of business decisions

Advise and influence the business in the way they plan, lead and manage change and its impact on people and working practices

Support employee communication and engagement

Support and participate in emergency response activities

Support the creation of an organisational culture which fosters innovation and collaboration, continuous improvement and change

Responsible for HR policy application, ensuring compliance with relevant group standards, regulatory requirements and operating procedures

Assure quality on all aspects of delivery, proactively seeking and addressing customer feedback

Lead by personal example and encourage all employees to conduct their activities in accordance with all applicable laws and the group’s standards and policies

Working relationships

Internal: HR business unit team, business leadership teams, business partners, Centres of Expertise, Shared Services, all employees, functional interfaces.

External: Client contacts; local working groups/industry bodies.

Level of influence & decision making authority

This role operates with a certain degree of independence on HR activities in their area of responsibility ensuring advice and support is in line with the agreed policies, principles and practices as determined by group, the HR business unit team, centres of expertise and as constrained by legislative requirements. A key influencing role, with final decisions resting with the business.

Person specification

Qualifications:

Degree qualified in HR related or business management qualification preferred

Job specific experience:

Experience in generalist HR advisor/business partner capacity (typically around 10+ years) within a dynamic organisation

Experience in regional labor laws and HR practices

Experience in oil and gas or associated industries

Experience of managing change, including working cooperatively in business partnership

Knowledge of people practices and applicable legislative frameworks

Experience of dealing with industrial and employee relations issues

Knowledge of:

Business performance and how it can deliver and add value to its customers

Business service offering and customer base

Roles performed in groups/departments served

Awareness of external factors

Changing regulatory environment

Current and future industry trends

Experience of:

Supporting safety delivery and continuous improvement

Achieving challenging performance targets

Demonstrated a commitment to continuous learning and development

Demonstrated technical excellence

Personal attributes:

Connect, establish and maintain effective, cross-cultural working relationships with all levels of the organisation and externally

Consistently model the group’s values

Excellent verbal and written communication skills

Energy and compassion

Has a service orientation to internal clients, being responsive to needs, effectively managing expectations

Able to handle both routine tasks and be an agile learner taking on new responsibilities

A commitment to continuous learning and development

Ability to:

Generate trust and credibility

Deliver a customer-focused climate that delivers on expectations and strengthens relationships

Focus on improving safety standards and behaviours

Influence key stakeholders

Work effectively across organisational and geographical boundaries