People Business Partner - Technology

We are a dynamic and forward-thinking organisation committed to excellence in talent management. We are in the process of driving a significant transformation across our function and the organisation, with the aim to simplify our operations, grow our customer and employee experience, modernise our platforms and products, improve our impact on society, and meet our strategic company objectives.

We are looking for a strategic People Business Partner to join our team. This role will act as a lead People Partner for our technology division, alongside delivering transformational deliverables as part of the overall transformation programmes. As a Strategic HR Business Partner, you will play a pivotal role in shaping our talent strategies, fostering a high-performance culture, and mitigating talent risks across the organisation.

Please note this is a hybrid role with our Birmingham Head Office and you will be required to be based from this office 3 days per week and may require travel to other offices nationally and internationally as needed.

#LI-VH1

1. Workforce Planning:
• Lead workforce planning for the functions supported to help us understand current and future talent and skills needs and develop talent acquisition, upskilling and retention plans
• Analyse workforce trends, industry benchmarks, and internal data to identify areas for
2. Skills-Based Organisation:
• Act as an SME for our project to transform to a skills-based organisation
• Work with business unit SMEs and leadership to ensure job architecture, career frameworks and role profiles are reviewed and updated or created
• Undertake skills gap analysis, use and structure gap analysis data to develop and inform plans for talent acquisition and upskilling
• Track progress and outcomes for the transition, ensuring corrective action is taken for any risks or issues identified
3. Talent Management
• Undertake and review talent risk assessments to understand talent risk for the functions supported
• Drive performance excellence by ensuring objectives that drive the right outcomes and execution of strategy are cascaded throughout the function, and progress against these objectives is known, visible, monitored and corrective action put in place as needed
• Embed performance management tools, cadence and processes to ensure timely feedback, reflection and calibration of performance throughout the year
• Run quarterly succession planning and talent review processes with the function’s leadership team to review succession plans, development needs. Work with the leadership team to ensure there are development plans in place for individuals to ensure performance improvement and succession readiness
• Drive adoption of L&D and talent programmes within the function. Articulate and prioritise learning needs for the function for inclusion in the L&D roadmap
• Partner with the business leaders to define the key talent needs, create effective recruitment plans, and define the profile, success criteria, priorities, assessment criteria and interview process for key hires. Actively participate in the interview process and assessing fit for key roles. Ensure a diverse and inclusive candidate pipeline
• Coach leaders on effective feedback and performance improvement techniques
• Work with the ER team to ensure employee relations issues are effectively addressed promptly, fairly and compliantly with company policies, processes, procedures and applicable employment law and regulations. Collaborate with legal and compliance teams to mitigate risks as needed
• Identify high-potential employees and create development paths
• Build robust talent pipelines for critical roles
• Ensure smooth leadership transitions through effective succession planning
4. Metrics:
• Leverage people analytics to make informed decisions and adjust strategies accordingly
• Monitor performance metrics and address performance gaps proactively
• Present insights and recommendations to leadership for strategic planning
• Partner with leadership on quarterly business reviews, providing talent-related insights
5. Employee Development and Engagement:
• Foster a culture of continuous learning and career development
• Drive adoption of engagement surveys and culture initiatives across the function
• Utilise data from listening strategies to develop and deliver recommendations and action plans to enhance employee satisfaction and performance outcomes
6. Change Management:
• Partner with business leaders during organisational changes, mergers, and acquisitions and actively lead agreed people-related transformation and change programmes for the function
• Facilitate communication and manage employee concerns
• Drive cultural alignment and adoption of new processes
• Drive the embedding of new ways of working related to change across the function
• Work with central transformation teams to provide feedback on employee or change concerns
7. Partner:
• Engage with People Partners across the other functions to build consistency in people partnering practices across the organisation, to help ensure alignment and mitigation of cross-functional risks, and to facilitate talent mobility across the organisation
• Engage with Finance Partners for the function to ensure alignment between Leadership, Finance and People in delivering the strategic and operational agenda for the function
• Partner with the wider People function, including the L&D, People Experience, Operations and Culture teams to ensure alignment, adoption of practices, processes, tools, programmes and initiatives, bi-directional feedback, and articulation and input of the function’s needs
• As a key member of the function’s leadership team, immerse yourself in the functional domain to ensure an appreciate of the customer perspectives and functional strategy. Contribute to both the operational and commercial strategy of the function from both a SME and generalist position.
8. Other duties as assigned

• Strong experience business partnering for a technology division
• Coaching: strong ability to coach, challenge and partner with senior leaders
• Problem solving: able to understand the root cause of challenges and identify what is needed to improve outcomes
• Commercial acumen: understanding of the products and services we provide, our organisational strategy and customer base and how people strategies drive and influence these
• Attention to detail: Ability to understand complex topics and present accurate and high quality plans supported by data
• Leadership: Ability to act as a leader within the function
• Analytical: evidence and data lead, able to articulate outcomes and impacts supported by data. Able to use and interpret dashboard and analytics to derive insights and action recommendations
• Influencing: Able to influence at the leadership level
• Organisational change management: Able to effective understand and plan for stakeholder impact, and drive adoption, process, ways of working and behaviour change across the organisation for change programmes including but not limited to new tooling, new processes, restructures, and M&A
• Communications: Strong communicator with the function, organisation and People team
• Multiple geographies: Experienced supporting multi-national functions, understanding timezones and cultural nuances
• Confidentiality and integrity: Being a trusted advisor to the business unit leader. discussing sensitive matters related to employees, organisational changes, and business strategies and providing insights and recommendations without compromising trust.

Wellbeing focused – Our people are our greatest assets, and ensuring everyone feels their best self to come to work is integral

• Annual Leave – 25 days of annual leave, plus public holidays and the ability to buy additional days
• Employee Assistance Programme – Free advice, support, and confidential counselling available 24/7 through Care First
• Endometriosis Friendly Employer - We are proud to confirm our commitment to developing an environment and culture that allows those with endometriosis to thrive in the workplace

Personal Growth - Regardless of where you are at in your career, we’re committed to enabling your growth personally and professionally

• Development Programmes – From Future Managers to Leadership Training, our development programmes help you get where you need to go
• Performance Bonus – Our Group-wide bonus scheme enables you to reap the rewards of your success

Financial wellbeing - We understand as well as your mental wellbeing, your financial wellbeing is really important

• Pension Scheme – Our plan with Scottish Widows offers 5% matched contribution by the company
• Income protection insurance – Providing you with support and assistance when you need it most

Recognition – Highlighting and rewarding the great work our people do

• Values Awards – Our quarterly employee-driven initiative to highlight and reward the people in the organisation who embody our values the most
• Performance & Talent – Our own technology platform that allows you to get real-time feedback, conversations and goals to help you become your best self

Making a Difference – we provide opportunities to help our people make a difference to the causes they care about

• MatchIt! – Fundraise for a cause close to your heart and Advanced will match part of the funding
• Volunteering Time – Our volunteering leave scheme allows you to use your time to help those who need it
• Pennies from Heaven – donate the pennies from your pay check to help make a difference without lifting a finger

We are one the UK’s largest tech companies, and our products sit at the heart of some of the country's best-known businesses. We’ve grown phenomenally quickly with a £275m turnover and 2,800 employees supporting over 25,000 customers. We hire for potential. We want to make sure we have the best people for the job and provide genuinely equal opportunities for our people to thrive. Our recruitment process is designed with inclusion and equity at its core.

Find out more about the next steps once you’ve applied here - careers.oneadvanced.com/how-we-hire