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Senior HR Business Partner

  • Location


  • Sector:

    Facility / Cleaning

  • Job type:


  • Salary:

    Not Specified

  • Job ref:


  • Published:

    about 21 hours ago

  • Expiry date:


  • Client:


Job Description

The main objective of the role is to be a trusted strategic partner with the HR director, sector directors, centres of excellence and other key stakeholders, to deliver commercial value to the business unit by creating and delivering people plans which underpin the objectives, goals, strategies and plans (OGSP) and build a culture of engagement. |Communities Responsibilities

  • A key member of the business unit HR team, driving business performance through the people agenda

  • The main escalation point of the business escalating further to the HRD where appropriate

  • Deputise for the HRD

  • Responsible for HR reporting on a monthly basis

  • Manage the day today HR agenda across the function

  • Creation and delivery of a people plan to underpin the business unit OGSP

  • Build strong relationships with and utilising the centres of excellence and People Services team to deliver value and consistency across the business unit

  • Work alongside other senior / HR Business Partners to ensure consistent delivery of the HR agenda across all business areas

  • Analyse internal and external data to identify people and culture change trends relevant to the business unit

  • Identify risks and issues and propose appropriate solutions

  • Provide sound counsel to senior management in relation to all people and culture strategists

  • Highlight areas of people risk to the business unit, key stakeholders and the HR function

  • Contribute to the continuous improvement of the HR function, People Plans / stakeholders

  • Partner the business directors to implement business specific people strategies including compensation and benefits, recruitment, engagement and talent development in line with the centres of excellence

  • Take the business unit lead to identify key people priorities using people metrics and external influences to create a future focused people plan to deliver the business units OGSP, working in partnership with centres of excellence

  • Partner key stakeholders to gain an in-depth knowledge and understanding of the financial / commercial aspects of contracts, contract performance against targets to inform the people plan priorities

  • Develop strong working relationships with counterparts in key clients to align people strategies for the benefit of the business unit and the client, increasing client engagement and retention

  • Ensure identified service levels of delivery across all parts of HR (talent acquisition, learning and development, reward, employee relations) are met and that key performance indicators are achieved consistent with the principles of continuous improvement

  • Design professional and commercial people solutions in the event of escalating cases, providing counsel to the business in terms of the best approach

  • Work with the wider HR community to ensure people policies, initiatives and procedures are fit for purpose and meet the medium/ long term needs of the business Organisational design and talent management

  • Partner with the business unit on organisation design and redesign activity to improve business performance and execute all subsequent actions

  • Support the business unit on talent management programmes including senior leadership development, performance management, succession planning accurate and career development

  • Design effective recruitment and retention strategies specific to the needs of the business unit and in line with the centres of excellence

  • Work with key stakeholders to forecast plan and monitor workforce planning in line with business strategy and new business opportunities through strategic hires, proactive succession planning and effective

  • Create and retain high performing teams working with the centres of excellence to implement Mitie talent and succession planning initiatives, proposing creative solutions to ensure a pipeline of talent and leadership development

  • In partnership with the talent and leadership centre of excellence create, plan and manage effective skills development for the business area

  • Develop high performers and effectively manage talent pipeline by holding biannual career reviews with top 5% or Top 40 managers whichever is larger

  • Actively managed the implementation of Mitie performance management strategies to underpin the aims of the talent pipeline Culture and engagement

  • Lead and embed cultural change and engagement programmes, in conjunction with the centres of excellence

  • Coach, mentor and challenge business directors to embed a culture of team effectiveness, promotion of Mitie vision and values and fair and consistent people management

  • Role model positive Mitie behaviours actively challenge any behaviours we should not promote the one Mitie culture Bids and mobilisations

  • Lead the people aspect of commercial contracts for new business and mobilisations for deals worth over £3m or a strategic account

  • Lead, plan and structure the people element of bids or mobilisations, transfers or mobilisations, including presenting to prospective clients and contributing to the bid process and submission of tender's worth over £3m or a strategic client, identifying any risks Data and analytics

  • Review and analyse data to identify trends and recommend solutions to improve employee performance, retention and employee engagement, presenting patterns and insight to business stakeholders on a weekly basis, along with proposed solutions and actions where required

  • Actively monitor data on labour costs, employment relations and sickness absence to identify trends, risks and cost saving opportunities and agree relevant action plans with the business directors

  • Actively monitor functional training to ensure that business is compliant and take corrective action where required,

  • Follow Group and company policies and procedures at all times

  • Report any apparent deficiencies in systems of work or equipment provided that may result in failure of service delivery or risk to health and safety or the environment

  • Use all work equipment and personal PPE properly and in accordance with training received

  • Report any issues or training needs to your Line manager and /or via your divisional incident reporting system Information Security

  • Ensure compliance with Mitie's information security procedures in all activities

  • Proactively identify and report security risks to your manager

  • Report actual and suspected security incidents

    Note This job description Is intended to give the post holder an appreciation of the role envisaged for this position and the range of duties undertaken. Specific tasks and objectives will be agreed with the post holder throughout the period of employment. The job description may be varied from time to time by the Company to reflect changes in the post holder's role and/or the needs of the business.

Candidate Description

  • Confident, upbeat leadership

  • The ability to work under pressure in a calm, positive way

  • Empathy for people, clients and service users

  • A desire and ability to succeed through the success of your team

  • The ability to work on big strategy and on fine detail - and to know when to prioritise each

  • Comfort in a job in which there are never enough hours in the day, and the ability to prioritise the use of your time to maximum effect

  • Comfort working with numbers

  • Comfort working with complicated contracts

  • The ability to express thoughts clearly, whether written or spoken Collaboration with operational and functional colleagues within Mitie Communities and also across wider Mitie.

  • Evidence of experiences that demonstrate key competencies above, whether gained through work, academic study or in the wider world and community

Employer Description

Mitie was founded in 1987, and is the UK's leading facilities management and professional services company, looking after a large, diverse, blue-chip customer base, from banks and retailers, to hospitals, schools and government offices. Mitie has over 77,000 people, 100+ office locations, and thousands of customers across the country, there's no limit to what you can achieve if you work for us.

Mitie has recently moved a centralised HR model to deliver all resourcing needs. This has enabled consistency and standardisation of processes and procedures across the group. Key to making the model work is our Resourcing Business Partners who have ownership for resourcing strategy and delivery of volume & contingent hiring across the Business Units, managing a hybrid model of RPO and direct delivery.

Mitie recruits circa 20,000 people a year and a recent transformation has created a recruitment centre of excellence, accountable for the strategic direction of talent acquisition, leading activities such as attraction and EVP development, workforce planning and forecasting.

At Mitie we know that 'our diversity makes us stronger'. We're committed to creating a diverse and inclusive environment where our people can thrive and be their best every day. We are very proud of our rich and diverse culture and backgrounds. Our diversity creates ideas and insights. Everyone at Mitie has a voice and is treated as an equal. We recognise the unique contributions that you can bring and our people and customers thrive when we get this right.