Job Purpose and Key responsibilities

• The purpose of the role is to partner and provide strategic HR partnership to leaders to facilitate the achievement of the Company’s Business strategy through appropriate HR interventions to business issues. 
• The role holder is the single point of integration between HR and the Business. The role holder works with the HR Functional/Specialist areas to co-craft and provides Business/Employee-centred interventions. 
• The role holder is also responsible for influencing and driving distinctive employee experience and culture change initiatives as well as playing the role of an employee engagement partner, talent and capability partner, performance and productivity partner, and change leader in the business and functional areas supported

Key responsibilities

• Develop HR strategy for the respective Customer Segment or Function in line with the overall HR strategy and the Business Strategy;
• Design and execution of annual action plans and human resource related budgets in line with company human resource strategy and direction. 
• Monitor the achievement of the respective Customer segment and Function action plans against human resource milestones and key performance indicators such as employee satisfaction, productivity and employee retention
• Alignment of work structures within the Business, for example, job descriptions, organisation structures, processes and operating systems
• Alignment of training and development needs across the segment.
• Giving advice and guidance on interpretation and application of HR Policies and Procedures to employees 
• Lead the business culture change initiatives and benchmark best practice 
• Develop, train, coach, motivate and evaluate functional staff to achieve highest levels of performance
• Implement employee development initiatives and career development activities
• Lead the business HR strategic initiatives covering talent management, succession planning, performance management 
• Work with the BUs to execute recruitment and on boarding process and activities for management and leadership teams
• Measure effectiveness of HR initiatives on the Business 
• Drive and/or coordinate the respective Customer segments and Functions HR agenda on Segment projects. 
• As and when required, work with the HR Centres of Expertise on the HR Agenda on Strategic Britam HR group Projects 
• Preparation and submission of monthly progress and update reports
• Recommending human resource policies and procedures.

Key Performance Measures

• As described in your Personal Scorecard