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About the Role

Supporting an £800m t/o London centric construction business, you will work with business leaders and their leadership teams on a strategic & operational basis, providing insight and input into the development of business strategy and people plans, translating business goals into HR requirements, driving the implementation of organisation and people plans.

Responsibilities

• Acts as a strategic business partner to leadership teams providing input into decisions and plans for the business unit, leading on the Organisation and People Plan for respective unit.
• Partners with leaders to drive change, organisational development and risk analysis.
• Uses data and insights to improve business performance, specifically absence, attrition, exit data, engagement, inclusion and diversity representation.
• Partners with leaders and leadership teams to drive strategic workforce planning and resource management, including project mobilisation and demobilisation.
• Collaborates with the Talent Attraction team to facilitate effective recruitment and onboarding for the business unit.
• Drive a performance culture through coaching, facilitating talent management and succession planning meetings.
• Build the capability of the leadership teams to manage performance, employee relations, wellbeing and engagement and retention activities.
• Works with the leadership team, helps shape the employee workplace experience, promoting a working environment that optimises our diverse culture and which supports the colleague workplace experience.
• Works closely with the Reward team, facilitating the annual reward review and alignment to the career framework for business unit.
• Partners with business unit leaders to effectively manage performance improvement and performance matters, through the disciplinary & grievance policy, seeking support from the Employee Relations team where appropriate.
• Works with the business unit to lead on career growth for employees through effective talent management and development, working closely with the Talent, Development & Inclusion team.
• Partners with business leaders to lead on the implementation of effective engagement & retention plans, aligned to the Company purpose, values and behaviours.
• Leads on HR project streams, as required by the Engine HR Lead or CPO.

Requirements

• Recognised as a senior level HR professional, experienced in the application of HR skills that drive problem resolution at a complex level.
• Excellent understanding of the employee lifecycle, the diverse needs at the specific stages, and how to integrate people policies and practices in the development and delivery of people plans.
• Understanding of vertical and horizontal alignment of business and HR Strategy.
• Network widely both internally and externally to ensure up to date knowledge of the latest thinking in both business, mobility and people practices.
• Previous experience working in a business partner capacity.
• Demonstrates an advanced level of professional skills & knowledge in developing people plans & strategies.
• Demonstrates an advanced level of professional skills & knowledge in attracting, recruiting and onboarding talent.
• Demonstrates an advanced level of professional skills & knowledge in assessing and building capability.
• Demonstrates an advanced level of professional skills & knowledge in identifying, developing and managing talent.
• Demonstrates an advanced level of professional skills & knowledge in reward and recognition.
• Demonstrates an advanced level of professional skills & knowledge in managing change.
• Demonstrates an advanced level of professional skills & knowledge in workforce planning.
• Demonstrates an advanced level of professional skills & knowledge in delivering the employee experience and building an inclusive culture.
• Demonstrates an advanced level of professional skills & knowledge in employment policy, regulation and law.
• Demonstrates a good understanding of the professional skills & knowledge in organisational design.

Skills

• HR skills
• Strategic business partnering
• Change management
• Organisational development
• Risk analysis
• Data analysis
• Workforce planning
• Resource management
• Recruitment
• Onboarding
• Talent management
• Succession planning
• Performance management
• Employee relations
• Wellbeing
• Engagement
• Retention
• Employee experience
• Reward management
• Career framework alignment
• Performance improvement
• Disciplinary procedures
• Grievance procedures
• Talent development
• Engagement plans
• Retention plans
• HR project management
• People plans
• People strategies
• Talent attraction
• Capability building
• Inclusive culture
• Employment policy
• Employment regulation
• Employment law
• Organisational design

Location

• London

Work Type

• Full-time

Experience Level

• Senior level
• Associate Director

Salary/Compensations

• £800m t/o

About the Company

• At Mace, our purpose is to redefine the boundaries of ambition.
• We believe in creating places that are responsible, bringing transformative impact to our people, communities and societies across the globe.
• Our values shape the way we consult and define the people we want to join us on our journey, they are: Safety first - Going home safe and well, Client focus - Deliver on our promise, Integrity - Always do the right thing, Create opportunity - For our people to excel.

Equal Opportunity

• Mace is an inclusive employer and welcomes interest from a diverse range of candidates.
• Even if you feel you do not fulfil all of the criteria, please apply as you may still be the best candidate for this role or another role within our organisation.