Senior HR Business Partner (Editorial) - FTC

ENGINEERINGUK; London; On-site; GBP 150,000 - 200,000; Full time

Job description

Senior HR Business Partner (Editorial) - FTC

We are looking for an interim Senior HR Business Partner to support our Editorial group, where you'll partner closely with the Managing Editor and their respective team, as well as other senior Executives and business leaders supporting them in driving the Telegraph Media Group's strategic goals.

This is a great opportunity for someone who is looking for a challenging position, outside of the traditional HRBP role, and support a fast-paced workforce that is transitioning through change and scale up.

Solid stakeholder management experience will be key to being successful in this role. You'll spend time proactively forging strong, trusting relationships with the business, troubleshooting is second nature to you, you'll understand their goals, needs and issues, with a view to providing people-focused and commercially-grounded advice. You'll steer decision making, ever approachable, your sleeves up attitude and willingness to go beyond the typical day to day duties, is what makes you ideal for this position.

You'll have the opportunity to cast your eye on a range of different areas, including: managing organisational design and change, resource planning, talent development, reward, recognition, employee relations, well-being, engagement and compliance. We have specialist teams working in many of these areas, who you'll collaborate and share ideas with. You'll also provide functional leadership to the wider HR team and play a part in supporting the Business Partner team.

This role is fully onsite - Monday to Friday and on a 3-month interim basis.

Key Responsibilities

Business Partnering

1. Work closely with the Senior Business Partner (Editorial) to deliver People Plans for the Editorial teams, ad hoc change programmes and ensure these are as closely aligned to both the HR strategy and business goals.
2. Working with the Head of Employee Relations, ensure that governance and legal requirements are adhered to across the business and that the Business Partnering team are equipped and able to handle any issues arising from any planned or unplanned events.
3. Proactively assess team and manager development needs, making appropriate recommendations, and implement solutions in conjunction with the Talent and Performance team.
4. Providing trusted one-to-one guidance and coaching all HR matters across the client area, as well as line management of a Business Partner and more junior members of the team supporting the client area.
5. Support with the management of the employee life cycle within the client group.
6. Play a leading role in organisational design programmes and provide advice and guidance to leaders on the effective management of any change.
7. Partner with colleagues in the Talent Acquisition, Talent and Performance, Reward, Wellbeing, Analytics, and Project teams to implement new solutions.

Talent Development

1. Provide advice and guidance on organisational development issues, and partner with the Head of Talent and Performance to formulate and implement a learning and development strategy. This will support employee development and career planning feeding into the People Plan.
2. Partner with business leaders to support and encourage longer-term planning around talent pipelines, succession plans, career development.
3. Coaching and mentoring more junior members of the Business Partnering team.

Performance, Reward and Recognition

1. Coach and educate managers on annual compensation processes and practices such as base pay, incentive schemes, merit increases, employee reviews and any other compensation related topics, ensuring they are taking an organised and thoughtful approach to the career development of their direct reports.
2. Help facilitate a thoughtful and objective discussion on performance by asking questions about what the business is trying to compensate its employees for, and which behaviours to reward.
3. Work in partnership with the Head of Talent & Performance to ensure development programmes are fit for purpose and in line with the overall aims of the area.

Essential Skills

1. Experienced HR Business Partner or equivalent role is essential.
2. Demonstrable experience of managing challenging stakeholders.
3. Demonstrates solid judgement and experience assessing risk relative to the business working closely with Head of Employee Relations.
4. Demonstrates project management and change management experience.
5. Excellent influencing, communication and problem-solving skills.
6. Demonstrates empathy and experience driving inclusion work.
7. Experience learning and thriving in a constantly changing environment and cultivating relationships across teams.
8. Experience using data to identify insights that drive action.
9. Experience within News and Media is desired.