Senior HRBP UK
Reporting to the Miniclip Lead HRBP (who is based in Lisbon, Portugal), the Senior HR Business Partner will be responsible for providing highly pragmatic, commercially focused and Person - led HR business partnership to Leaders and Managers in the UK. This includes Miniclip’s Commercial, Finance and Legal teams, and our Group studios in the UK .
Responsibilities
As you would expect of a critical HRBP role this person will work collaboratively and creatively with key stakeholders to drive the recruitment, development, engagement and progression of Miniclippers so that they are perfectly placed to contribute to our growth agenda and success of the business. We are looking for someone who has experience, passion and an analytical mindset to lead and champion the very best working experience for our people right across Miniclip. Whilst we already have a number of great initiatives and practices in place, this person will work with HR colleagues and Senior Leaders, and use data and insights, to help us to challenge ourselves on whether we are offering, and living by, a truly great employee experience. This is a super role: An opportunity to initiate and build on great foundations, in an environment that values both hard data and intuitive judgement; a complex and growing business that excites, challenges and keeps you on your toes; and colleagues who will work alongside you to deliver great things.
Skills and Experience
Senior Business Partnering :
Partnership with the business
• Building and maintaining strong working relationships with your nominated leaders and managers.
• Building an understanding of your customer group - what they do, the commercial levers, their strategic priorities, the impact that they need to have in the business etc.
Organisation development
• Coaching Managers to ensure that their leadership style is consistent with the culture and employee experience that we want to create.
• Collaborating with the wider HR team to continually review and evolve our employment practice to ensure that the employment experience lives up to our aspirations
• Using your knowledge of the business areas assigned to this role to identify themes, trends and potential issues early and to suggest HR interventions to address these.
• Acting as a role model and ambassador for change initiatives and support your nominated leaders and managers to implement organisation changes. Talent
Acquisition and Onboarding
• Creating and implementing a comprehensive recruitment strategy which will enable the delivery of the resourcing plan for the relevant business areas. The strategy will take account of the different types and levels of position that we are hiring for and will address the need to not only fill vacancies but also build a pipeline of talent for future need.
• Partnering with the business throughout the hiring process – helping to define roles, source candidates and interviewing.
• Working with line managers to create and sustain an employment experience that genuinely matches the rhetoric of the recruitment process and is consistent with the Employer Brand.
• Working with line manager to ensure that onboarding is both inspiring and smooth and that new employees can quite simply “hit the ground running” when they join.
Talent Management and Succession
• Working with your nominated leaders to identify and develop the “talent” in their teams.
• Working with Leaders & Managers to help them to identify the Managers of the future and to support them in building the skills and experience to transition into a leadership role ahead of need.
Leader & Manager Excellence
Collaborating with the Head of Learning and Development and Reward in the development of strong leadership and management capability (both skills and behaviours ) within the existing management population through:
• proactive, outcome- oriented, pragmatic advice on tackling issues as they arise
• supporting leaders and managers to apply the learnings from formal Leadership development programmes into action
• coaching Leaders and Managers to develop in role.
Performance Management and Reward
• Coaching line Managers to set clear and relevant expectations for the employees in their team and to provide timely, well-evidenced and actionable feedback on performance and progress.
• Collaborating with the Head of L&D and Reward and with the business to ensure that all Reward processes are implement on time and taking account of all of the important parameters ( e.g. market pay, internal relativity) to ensure Rewards at Miniclip are fair and consistent with our Reward Philosophy.
HR Advice
• Providing trusted strategic and operational advice to your assigned business areas on HR matters.
• Delivering HR support to acquisitions as needed.
• Ensuring HR policies and processes are implemented fairly and consistently.