HR Business Partner

HR Business Partner - Slough

We are Telefónica UK. You’ll know us in Europe as O2. We’re part of one of the biggest communications businesses in the world. And we’re continuously evolving. Helping shape the future in a changing world. With a team of over 250,000 people across 25 countries, there are no limits to your horizon.

Role Description

This role sits within the small HR Business Partner team supporting the client groups in the Europe Regional organisation. The client groups are Group Finance, Group HR, Group Legal, European Strategy & Business Development, and European Corporate Affairs. This role will support the European HR function and at least one other function.

The role interfaces with Senior Managers and ensuring business as usual HR calendar events run smoothly but also importantly, acts as a central HR link for pan-European transformations activity, co-ordinating with in-country HR teams where necessary. 

Role Purpose & Scope

The HR Business Partner is responsible for partnering with Senior HR Leaders to execute the people strategy required to achieve the Directorates plans. 

Responsibilities

• To play a key role in the implementation and delivery of HR solutions for the HR team, through effective partnerships with Centres of Excellence, HR Operations and People Services where appropriate (eg. HR business partnering workshop follow-up with COE and external provider (CLC).

• To provide people-related input and action planning for any change programs affecting European HR teams, and actively participate in Programme meetings and workshops.

• To promote, and lead by example, the ‘One Team’ behaviours.

• To co-ordinate with local HR Business Partners based in-country and our employee representatives to ensure smooth implementation and execution of the change and transformation agenda.

• To act as a strategic and trusted business advisor, contracting with the centres of excellence and local HR Partner contacts in other countries where necessary, to support the directorate in achieving transformation and continuous performance improvement.

• To lead by example and inspire improvement in others, achieving results through communication, collaboration and motivation.

• To be the focal point in any major business root cause analysis activities and own people related issues, collaborating across HR to drive improvements to the employee experience.

• To analyse key people metrics (internal & external) and employee insight to identify ways of enhancing employee engagement and driving business performance – partner with leaders to drive reflect action planning.

• To anticipate and build functional and leadership capability by partnering with senior leaders to identify and develop key talent and manage succession, across Europe and in-country, at all grade levels of the organisations.

• To promote individual ‘career conversations’ and development planning & action.

• To design/propose an HR career framework, to increase visibility of career possibilities throughout European HR, within and between areas of the model.

• To define, in conjunction with the functional leaders, the skills, capabilities and resources required to meet current and emerging business needs.

• To coach senior leaders to deliver high levels of employee engagement and performance.

• To work flexibly across the Europe Centre HR taking an active lead when necessary on projects within the Strategy & Planning, Policy & Diversity areas.

• To work collaboratively with COE’s to identify and design HR interventions.

• Support COE’s in ensuring engagement and business readiness for HR activities.

• To use discretion in implementing cyclical deliverables (eg pay review and performance reviews) so that UK operations support is used where possible, and confidentiality is maintained.

• In the absence of a European HRIS, finalise a workable and sustainable method for approving and measuring headcount v plan.