HR Business Partner DMED London, England
Job description
HR Business Partner DMED
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Job Summary:
Overall Purpose of the Role
This role provides HR business partnering support to client groups of The Walt Disney Company (TWDC) UK, supporting the business to deliver against their TWDC business objectives. It forms part of the UK HR leadership team driving and enabling the delivery of the UK HR people strategy.
A key focus of the role is managing a professional, effective and proactive relationship with the business by understanding their key business drivers and priorities and providing an effective interface with the Centres of Excellence to help the achievement of these.
As a member of the HR Business Partner team, it is important that key learnings are shared within the team to ensure the team is effective and efficient.
Areas of Responsibility
In partnership with your client groups and business partnering team proactively drive the development and delivery of the people agenda, ensuring it aligned with the TWDC HR strategy and the TWDC business strategyBe an active member of your client groups leadership team, proactively driving the HR agenda and provide support on business initiatives
A key focus of the role is to have a good understanding of how the business operates, the key business challenges, drivers, financials as well as staying current on current industry trends, technology advances etc. Participate in and influence of the strategy planning process, the Annual Operating Planning process (AOP) as well as local business planning
Pro-actively develop strong working relationships with key business and HR stakeholders, which enable a solution-orientated approach to delivering HR initiatives
Apply commercial thinking and an understanding of the business and HR to provide pragmatic and informed HR solutions and ideas which meet both the business needs and fit with the HR agenda
Pro-actively engage with the Centres of Excellent to obtain specialist advice and facilitate value add solutions to your client groups. The key Centres of Excellence are:
Employee Relations
Global HR Operations
Learning and Development
Compensation & Benefits
Talent Acquisition
HR Information Systems
Pro-actively manage annual HR processes with the business and Centres of Excellence, for example:
Merit: Support the merit planning process by effectively working in partnership the UK and EMEA Compensation and Benefits teams. Partner with your client group to ensure the merit and bonus process is effectively managed and delivers against the business objectives
Talent Planning: Effectively manage the Talent Planning process with your client group, ensuring that talent is proactively managed throughout the year
Performance Management: Support your client group in proactively managing the annual performance management process and throughout the year
Organisational Change: Support the business with changes to the structure, roles and org design as required
In partnership with Finance, effectively manage your client groups’ headcount and partner with the recruitment team to ensure recruitment is effectively managed with your client group.
As a member of the HR Manager team it is important that key learnings are shared within the team to ensure the team is effective and efficient. Pro-actively share knowledge/insights/external learnings etc to ensure the team is kept up to date and a culture of feedback that enables ongoing improvement is developed
Work with and develop the HR Advisors in the wider team
Active member of the HR community, building relationships across the HR team and supporting HR initiatives and projects as required
Areas of Accountability
Stakeholders: Regional HR business partners; Business stakeholders; HR Directors, UK HR Executive Director, VP HR EMEA.
Experience and Professional Qualifications Required
Proven track record of managing client relationships - proven experience operating at HR Business Partner/Manager level and managing clients at Director level and above
Demonstrable multi-discipline Human Resources experience
Proven experience of significant change management/OD experience including restructure, redundancy, TUPE, Compromise agreements and redeployment
Evident experience of multi-national, fast-paced, progressive commercial organisations
Evident experience gained within a US multi-national or similar matrixed organisation
Preferred but not Essential
Demonstrable experience of ‘end to end’ project management of harmonisation and/or integration projects
Experience of operating within a shared service environment
Specific EMEA experience would be highly advantageous
CIPD (or equivalent qualification) or working towards qualification
Skills Required
Excellent interpersonal, communication and people management skills
Fast and effective relationship builder across all levels and geographies
Demonstrable experience of grasping issues quickly and delivering effective and efficient solutions
Ability to quickly develop organisational savvy, political navigation and sensitivity
Strong team player
Ability to adopt a consultant style approach to the role, partnering with senior managers, developing good relationships both within and external to the organisation
High level of personal credibility and ability to engage with the business and to exercise sound judgement
Well-organised and able to manage multiple projects/relationships
Self-starter and able to work autonomously (requiring minimal supervision)
Demonstrable track record of delivering value-adding HR solutions
Familiar with relevant HR-oriented technologies and computer literate (Experience of SAP is desirable)
Able to operate and work effectively with MS Office Suite:- Outlook, Word, Excel, PowerPoint
