Role requirement

People Planning

• Input to functional people plan that is fully aligned to Nexio/functional strategy.
• Drive delivery of functional initiatives on an on-going basis.

Organisation Effectiveness & Change

• Support and deliver functional change programmes and OE activity in business areas.
• Interface with key stakeholders to ensure alignment with cross- functional change activity.
• Input to monthly and quarterly organisation reviews.
• Deliver against FTE, contractor & employment Opex targets in business areas.
• Ensure organisation clarity & alignment in business areas, e.g., RACI, role profiles, role titles.
• Ensure data integrity of people related information in the business unit
• Drive organisation efficiency in business areas (ensuring compliance with agreed spans & layers targets)
• Act as tactical sparring partner, engaging on the effectiveness of the BU, processes, systems, data, and people.
• Drive the HR agenda within the BU, ensuring that all people managers are equipped and able to deliver  against the annual recurring people management requirements.
• Propose, develop, and deliver key functional change programmes in collaboration with COE.

Culture Change

• Play key role in supporting leaders to live the Nexio way and related people/HR policies.
• Provide Leadership of cultural change in business areas/areas of responsibility.
• Challenge & improve people policies/processes/practices to ensure alignment with The Nexio Way and new ways of working.
• Challenge & support leaders in business areas to align behaviours/attitude to The Nexio Way and new ways     of working.
• Ensure that the Health and Safety standards are maintained to group guidelines.

Performance and Reward

• Ensure active management of poor performers in business areas.
• Partner with the business leaders to drive group initiative on PD.

Talent and Resourcing

• Collaborate with the talent management team to deliver a pipeline of diverse future leaders and accelerate high potential development in functional business areas.
• Input to Talent Reviews across the function & follow through on outcomes in business areas; proactively use ‘talent matrix’; ensure robust talent, succession & scenario plans are in place, facilitating the performance and potential calibration.
• Support Diversity & Inclusion agenda in business areas.
• Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business areas.
• Play part in ensuring that resourcing processes are fully aligned to business requirements (attraction, selection, on-boarding, etc).

Leadership and Management Development

• Ensure understanding of management development programmes to ensure effective development at key transition points on the management/leadership ladder and drive uptake of development programmes relevant to BU specific priorities.
• Coach executives across business areas, in collaboration with COEs.

Organisational Capability

• Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans.
• Ensure functional induction framework is developed and implemented & core organisational on-boarding programmes are in place and being effectively used.

Communications & Engagement

• Partner with leadership to ensure teams have a clear understanding of the relationship between Nexio (business), functional, team and individual goals and their role in contributing towards delivery of the overall strategy.
• Partner with leadership to actively drive employee advocacy for Nexio products and services.
• Focus the business areas on continuously improving employee engagement & by facilitating the development of People Survey action plan etc.

Relationship Management & Partnering

• Build a high ‘support & challenge’ relationship with leadership team members.
• ‘Walk the tightrope’ of being part of the business areas yet maintaining an objective HR perspective.
• Actively support all talent programmes.
• Support Graduate Programme in business areas.

Qualifications/Experience
Must have technical / professional qualifications:

• A relevant 3yr degree/diploma (e.g. Human Resources, Personnel Management, Industrial Psychology,
• Business Management, etc,) – essential
• A post-graduate qualification will be advantageous.
• At least 6-8 years’ applicable experience as a Human Resources generalist, as well as proven experience in the management of a Human Resources section/division.
• 2yrs experience as an HR professional interfacing with senior leadership in corporate environment.
• Foundational knowledge and /or experience in Change management, people organisation plans.
• Exposure to coaching leaders for behaviour change.