Acting as a strategic HR business partner to an assigned business group in the delivery of the strategic people plan and initiatives to support the business strategy; acting as key liaison and support to the Head of HR and providing leadership and development to those supporting this role.
Build a strategic HR business partnership with assigned business group to support the delivery of the business strategy and plan
Partner with the business to inform talent planning & acquisition activities
Facilitate talent development actions
Manage organisational design and development initiatives and promote a culture and environment aligned with the Willis Values
Coach the business in the execution of performance management processes and implement associated reward strategies
Advise, co-ordinate and mediate on key employee relations issues
Lead/ Support central HR initiatives/ projects
Ensure compliance with all regulatory requirements appropriate to role
Strategic HR Business Partnering:
Build client partnerships
Maintain an effective level of business literacy about the business' structure, plans, culture, competition etc.
Implement strategic people plan and initiatives in support of the business strategy
Act as advisor and coach to relevant business group
Liaison & support to the Head of HR
Talent Planning & Acquisition:
Inform BU workforce planning and headcount management activities.
Maintain awareness of external talent market place
Partner on recruitment and participate in the assessment and evaluation of key hires with relevant business group in partnership with the Recruitment Team
Facilitate new hire induction/on boarding process
Conduct exit interview process for relevant business group
Facilitate succession planning for their BU leadership team and below
Facilitate talent management (talent reviews, promotions, development plans, etc.) for their BU leadership team and below
Facilitate the mobilization of High Potentials within their BU
Co-facilitate, in collaboration with the L&D team, BU training needs analysis
Organisational Design and Development:
Identify and initiate organizational design and organizational change initiatives to sustain changes in the business
Manage and implement people aspects of BU programs, projects and initiatives; support people aspects of wider Willis initiatives
Promote, demonstrate and require a culture and environment aligned with Willis Values
Performance and Reward:
Coach BU leadership teams to execute annual goal setting and performance management processes within their BU
Implementation of compensation and incentive strategies (distribution and usage) within their BU, in collaboration with the Head of HR
Advise management on HR policies & practices
Advise management on employee relations legislation
Mediate between employees & management on key HR issues
Coordinate employee representative forums and works councils
Inform design and development of HR policies and processes
Leadership and Development:
Provide coaching, development opportunities and support to less experienced HR talent
Risk & Compliance:
Accountability for HR compliance of all regulatory requirements in partnership with the Head of HR
Communications and Relationships
Internal (within HR):
Head of HR
Direct / Matrix Reports
Centres of Excellence
Business Unit Leadership teams
Required Qualifications, Skills, Knowledge, Experience
HR Degree preferred
Excellent written and verbal communication skills.
Excellent MS office skills. Especially in Excel and PowerPoint
Experience handling multiple projects simultaneously, and working in an environment which requires flexibility, innovation, superb customer service skills, and organization.
Experience delivering effective presentations and training material to a variety of audiences.
Possess an understanding of employment regulations.
Coaching, influencing, facilitating, process development, analysis and problem solving skills.
Strong Execution Skills
9-12 years in an HRBP role
Required Mindset and Behaviours:
Company Values and Behaviours will underpin all roles and will guide performance criteria
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