Position Statement

This is a maternity cover position, providing strategic business partner support to line managers and Team Members within certain functions for all routine and non-routine HR matters, which includes employee relations, learning & development, talent management, organisational change and performance management

The Interim Manager HR Consulting will be the day-to-day contact and provide business partner support across EMEA for all HR matters.  As the first point of contact, the role holder will be able to manage competing priorities effectively, as well managing relationships with stakeholders at all levels across the Company.

Together with the day to day management of HR matters, the role holder will also contribute to the development of and day to day management of the HR Coordinator and HR Interns, will be responsible for the roll-out of global HR programmes within their functions and support for activations in the Maple Court office, as well as contributing and/or leading specific projects.

The role holder will be experienced in managing multiple high-level and complex employee relations matters at the same time, can demonstrate that they have advanced level UK employment law knowledge, and are able to apply this pragmatically in a fast-moving business environment with multiple priorities and demanding customers.

Responsibilities

Position Detail

Planning Activities 20%

• Support the Senior Director HR Consulting on HR strategy including business plan, objectives and deliverables for the corporate HR function, change management and communication implementation.
• Support the identification and development of talent and capability for each of the functions to meet current and future needs.
• Increase the perceived value of HR to all stakeholders.
• Manage and assist with HR projects as they arise and identified by the Senior Director HR Consulting or wider team, identify projects and opportunities for efficiency and improved service.
• Partner with line managers on their Global Team Member Survey results, holding regular reviews to assess progress and support on action plans as necessary to improve Team Member engagement.
• Support the implementation / rollout of global HR systems as required.

• Manage the implementation, roll-out and embedding of HR Corporate programmes and initiatives on a regional basis.

• Support promotion activities for designated functions in the bi-annual promotion review process.

• Support the global HR Consulting partners for designated functions in any global or regional activities or roll-outs, providing regional input.

• Connect the Recruitment, Compensation and Benefits, global HR consulting and functional teams to ensure successful outcomes and to provide a regional voice.

• Liaise with other teams as appropriate to ensure delivery of excellent service.

• Ensure successful onboarding activity for all new Team Members within designated functions to support long term team member retention initiatives

• Manage the embedding of global training programmes within the relevant functions.

Organising Activities 25%

• Responsible for the implementation, roll-out and embedding of HR Corporate programmes and initiatives.
• Liaises with all relevant departments e.g. Total Reward and Talent Acquisition to ensure consistency and transparency on roles, reward and processes.
• Act as a liaison point between functional/global HR Consulting partners, the regional HR team and line managers/leaders, to ensure processes are followed and appropriate approvals are obtained.
• Ensure that appropriate people management metrics are provided and used. Manage the distribution of this management information and deal with queries from recipients.
• Coach, guide and support line managers on the metrics, seeking resolution on issues, e.g. labour turnover / absence / performance.
• Design and prepare departmental or other reports as required, e.g. charts, graphs, tables.
• Create and develop visual presentations as required.
• Promote awareness of the HR intranet resources to line managers and Team Members across corporate functions. 
• Design and manage office and region wide communications via the Teams channels.

• Assist the Talent Acquisition team with administration requirements relating to the hiring of new recruits, including coordinating the issue of approvals and establishment of new positions within the HR systems. 

• Work with the Senior Specialist and Global Mobility team to manage and monitor work permit and certificate of sponsorship status for the designated functions, ensuring that renewal deadlines, concerns etc are escalated to appropriate management.

• Provide cover for the other HR Consulting team members in periods of absence.
• Support any departmental or office-wide communications.
• Work independently and with the wider HR team.
• Manage all job offer documentation and approvals in a timely manner.
• Manage the leaver process in line with company practice and ensure that exit interviews are completed and all company assets are returned by leavers, and appropriate documentation is kept.
• Manage Family Friendly policies and processing in line with company and legislative requirements.

• Identify system issues and ensure HR data is updated accordingly.

• Raise any technical / payroll issues and ensure resolution in a speedy manner, liaising with Team Members as required.

• Maintain digital department correspondence and personnel files, ensuring they meet correct legislative requirements. 

• Regularly review and make recommendations on processes in line with business needs and best practice.

• Ensure HR communications and information are readily accessible through the intranet and remain up to date and current. 

Directing Activities 25%

• Delivery of generalist HR advice and support in all aspects of recruitment, retention, performance management, reward and employment legislation.
• Employee Relations
  • Manage day-to-day ER queries as they arise and support the team with their queries. 
  • Raise any concerns to the next level and keep all appropriate stakeholders in the loop. 
  • Ensure line managers are appropriately skilled and trained in ER and provide support mechanisms and resources as needed. 
  • Support, influence and coach as situations arise, providing accurate and commercial ER guidance. 
  • Support the resolution of ER cases across EMEA, working with local HR teams and lawyers in other locations to ensure advice and actions taken is correct and appropriate.
  • Manage complex cases such as reorganisations and settlement agreements.
  • Provide support to line managers on organisational change/initiatives, including restructuring, managing redundancies, and TUPE if required.
  • Identify performance issues in designated functions and influence leaders and line managers to take appropriate action.
  • Manage reasonable adjustment requests and accommodations, including working with Access to Work as required.
  • Support occupational health processes and absence management.
• Coach, support, and mentor managers in the application of HR policies and practices, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure.
• Provide input to the updating of HR procedures, staying up-to-date on employment law developments and providing practical and commercial applications.
• Learning and Development
  • Support with the delivery and facilitation of corporate development courses and programmes. 
  • Ensure the L&D offerings are easily accessible and create awareness of training and development resources available. 
  • Identify learning needs and provide or source solutions as appropriate. 
• Partner with the Talent Acquisition team on resourcing within corporate offices.  Provide support to managers on application, interviewing, testing and selection of candidates.
• Support the Hilton performance management cycle and utilise to full extent, taking appropriate action where necessary with performance improvement plans and career development.

• Support the on-site engagement committee and potentially act as Thrive Champion (wellbeing focus), including planning annual programme, managing budget, completing actions, producing presentations and coordinating with other Champions.

• Support assigned Team Member Resource Group(s) with inclusion activity in the office and throughout EMEA, ensuring compliance and effectiveness of activations.

Staffing Activities 15%

• Indirect responsibility for 2 x HR Coordinators.

• Manage and conduct any one-to-ones and Performance Development Reviews for any direct reports.

• Support team development and career discussions.

• Hold performance and coaching discussions with junior Team Members as required.

• Prioritise workflow and distribute work effectively, monitoring output to ensure appropriate quality is achieved.

• Identify team training needs and arrange/deliver training to address the needs.

• Participate in regular team meetings and ensure that all HR Team Members are informed of business developments, initiatives etc.

• Provide support to other colleagues with projects, conferences and meetings.

Controlling Activities 15%

• Manage the processing of relevant information as required through appropriate systems, including TMX and Oracle Recruiting.
• Look for opportunities to reduce operating costs and improve service delivery.
• Support the Senior HR Specialist with visa provision, ensuring accuracy of information and identifying when visa support is not feasible; liaising with line managers, Team Members and other HR colleagues to identify appropriate approaches.
• Ensure the department works safely, reporting any accidents or near misses.
• Coordinate department and office-wide activities as required, supporting with activations in offices across EMEA if needed.
• Review, update and implement policies, procedures and processes to ensure fit for purpose and meet business needs.
• Raise any technical / payroll issues.
• Review and approve any contractual and other lifecycle paperwork before issue to Team Members.
• Identify opportunities to update and improve template documentation.
• Maintain department correspondence and digital personnel files, ensuring they meet correct legislative requirements. 
• Produce and implement user friendly ER documentation for line managers.
• Regularly review and make recommendations on processes in line with business needs and best practice.
• Support with or lead on setting up new employing entities in EMEA locations and the implementation and ongoing management of an Employer of Record organisation.
• Support with or lead on any RFP/tender processes required, e.g. occupational health provision.

• Operate within established budgetary parameters.

Supportive Functions

In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the supervisor based upon the particular requirements of the company.

• Provide support to other HR colleagues in the department as required.

• Any and all other job duties as required.

Qualifications

Essential Criteria

• Possesses extensive, thorough and up-to-date UK Employee Relations knowledge.

• Experienced in all areas of employee relations in the UK, e.g. performance, absence, disciplinary, grievance, redundancy, restructuring, DSARs.

• Effective communication skills, with the ability to clearly and concisely express ideas both verbally and in writing.

• Able to analyse HR data (financial, recruitment, retention, and/or performance) and storytell effectively.

• Absolute discretion and confidentiality regarding sensitive information.

• Excellent interpersonal skills that build trust and instill confidence in order to motivate and influence others.

• Operates with a customer service mindset.

• Flexible and able to take initiative and act in a pro-active manner within the confines of the role.

• Able to prioritise and implement tasks and responsibilities in accordance with core strategic goals.

• Influencing and negotiating skills.

• Strong problem solving skills, including ability to effectively address any issue in collaboration with others; ability to proactively identify and prevent potential problems; ability to help develop problem solving skills among other Team Members as appropriate.

• Ability to work well under pressure and effectively handle multiple, concurrent demands from various stakeholders and stay on track towards accomplishing organisational goals.

• Ability to manage change, resolve conflicts, and ensure collaboration within teams and/or units; includes maintaining the highest standards of ethical conduct and integrity.

• Ability to work independently and manage the independent work of other Team Members as appropriate.

• Highly developed emotional intelligence with the ability to quickly build relationships and interpret different types of communication and body language.

• Excellent planning, organising and administration skills.

• Ability to work in a fast-moving and time sensitive environment, where deadline achievement is essential.

• Self-starter, assertive and willing to take ownership of responsibilities with a high degree of positive energy and drive.

• Excellent attention to detail.

• Capable of diplomatic and poised communication with Team Members and leaders.

• Proficient technical skills with the ability to quickly learn new programmes and train staff.

• Experience of designing and facilitating training and development programmes.

• Project management skills, including the ability to manage details through to completion and ensure project deadlines are met.

• Able to operate in an extremely senior and highly polished Corporate environment, dealing appropriately with stakeholders at all levels.

• Degree qualified or equivalent.

• CIPD Qualified or equivalent.

• Previous generalist HR experience at a comparable level.

• Highly skilled in Outlook, Word, Excel and PowerPoint, as well as HR systems.

• Capable of working with AI systems such as MS Co-Pilot to enhance work product.

Preferred Criteria

Please list specific experience, knowledge, skills and abilities which would be preferred but not essential for this position.

The following attributes and skills would also be preferred:

• Line management or supervisory experience.

• Experience in sponsorship, right to work, visa and relocation management.

• Employee relations and/or employment law knowledge in other EMEA locations outside of the UK.

Required Qualifications and Experience

• Minimum Education: Bachelor’s degree or equivalent

• Specific Experience: Generalist HR and UK employee relations experience at the appropriate level, including robust knowledge of UK employment law.

• Management Experience (type): Experience in supporting the management and development of more junior employees.
• Any Licences or Certificates Required: Full CIPD qualification or equivalent.
• Additional Requirements:(Some travel and overnight stays may be required.  Role is office-based, with a minimum of two days’ office working per week (rest can be home working if appropriate home work space is available).  Able to flex office/home working days when required.

Preferred Qualifications and Experience

• Specific Experience: Knowledge of employment law/employee relations in other locations outside the UK.

• Management Experience (type): Line management or supervisory experience

• Additional Requirements:  3-5 days’ office working preferred.