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Job description

Job Title: Human Resources Business Partner
Department: Human Resources
Reports To: Director of HR - IPSA
Location: Newcastle upon Tyne, UK

ABOUT THE OPERATING COMPANY
IPS Adhesives (IPSA) is a global supplier of adhesive and related solutions to a wide variety of markets. For over 65 years, we’ve invested in innovation that provides uniquely specialized bonding solutions that are shaping the future of leading-edge assembly and construction design. Our brands are trusted worldwide by kitchen, bedroom and bathroom fitters, sign and display assembly operations, structural partners working in transportation, construction, boat building, and more. Through these innovative performance and environmentally conscious-led solutions, we believe we can also help improve the lives of people working in these industries for generations to come.

Visit www.ipsadhesives.com for more information.

PURPOSE OF THE ROLE
The HR Business Partner (HRBP) position works closely with the IPSA HR Director and IPSA leadership team to align business objectives with associates and management for IPSA Europe. The position provides advice and guidance to management and associates to ensure a consistent approach to all employment matters. The successful HRBP acts as an associate champion and a business change agent. The role assesses and anticipates HR-related needs and develops human resources solutions by collecting and analyzing information then recommending courses of action. Communicating needs proactively with business management and the HR function, the HRBP seeks to implement integrated solutions. The HRBP manages and supports the associates of the company to ensure they are motivated, engaged, appropriately rewarded and working to their full potential.

As a member of the IPSA Europe leadership team you are expected to:

• Work closely with other members of the management team even when the issues under consideration have no direct impact on your areas of responsibility.
• Provide accurate and timely monthly reports on HR metrics and data.
• Play an active and valuable role in strategy, growth and business development.
• Formulate partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the overall organisation.

SPECIFIC DUTIES AND RESPONSIBILITIES

• Implements human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, benefits, training and development, records management, safety and health support, succession planning, employee relations and retention, and completing personnel transactions.
• Ensure all company policies and procedures are up-to-date and in line with current employment law. Ensure line managers are aware of any changes.
• Manages and resolves complex associate relations issues. Support and advise line managers on all associate relations issues such as grievances, disciplinaries and associate absences including preparing letters and record keeping. Conducts effective, thorough and objective investigations.
• Review and maintain contracts of employment ensuring all contracts are up to date. Identify any need for harmonisation of terms and conditions and determine an action plan with senior managers. Develop contract terms for new hires, promotions and transfers.
• Facilitate performance management appraisal processes and coach line managers with regard to managing performance – goal & objective setting, development plans, performance reviews, etc.
• Facilitate the IPSA Europe organisation and talent assessment (OTA) processes and action plans - business unit restructures, workforce planning, and succession planning.
• Work with the Senior Management team to assist in their development, where appropriate.
• Support Senior Managers to implement any change initiatives and conduct consultations with associates, as required.
• Help create a culture of recognition and achievement.
• Support line managers with all aspects of recruitment and selection and be the point of contact for all enquiries.
• Review induction process to enable all new starters to receive the relevant support in the first few weeks.
• Manage employee benefits and provide recommendation to enhance the current package within budget constraints.
• Work with payroll to ensure that new starters, current employees, and leavers are processed efficiently.
• Conduct exit interviews with any leavers to gather data and report back to relevant managers.
• Analyzes trends and metrics in partnership with the HR function to develop solutions, programs and policies.
• Identifies training needs for business units and individual executive coaching needs.
• Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; and fulfilling transactions.
• Any other duties that fall within the remit of HR.

GENERAL RESPONSIBILITIES

• Act in a way consistent with an employee’s legal duty to take reasonable care of their own health and safety and that of others.
• Respect the confidentiality of information obtained in the course of duties performed.
• Flexible and adaptable to assist in other areas of the business when required and carry out such additional duties as the Company may reasonably require from time to time.
• Keep knowledge and skills up to date by regularly taking part in training and development activities.

Supervisory Responsibilities: This position has no direct supervisory responsibilities, but does serve as a coach and mentor for other positions.

CRITICAL COMPETENCIES

• Change Management: A combination of mental flexibility, creativity, conceptual ability and judgment. Ability to lead and manage change process for the organization effectiveness. An analytical and effective human resources problem-solver, with a strong strategic orientation; someone who deals effectively with both macro “big picture” issues, as well as detailed tactical activity involved in developing appropriate programs.
• Strong interpersonal savvy: A good listener with outstanding interpersonal qualities and a natural, effective consultative style. Someone who is sought out for their opinions and counsel and who can forge and maintain close relationships, both internally and externally. A highly-motivated team player who contributes to an atmosphere in which people work together, enthusiastically and effectively, in producing outstanding results.
• Results driven: An energetic, resourceful and hands on individual with a strong service orientation, someone who commits herself/himself fully to the job and who is dedicated to developing and delivering outstanding work – consistently revisits, rethinks and proactively explores opportunities to improve the Human Resources function, and its support of the organization’s mission and objectives. Ability to maneuver between strategic thinking, planning and tactical execution.
• Managerial Courage: Willing to say what needs to be said, take a tough stand, and give candid / frank feedback when necessary.
• Ability to Deal with Paradox: Must have the ability to work in a very fluid environment and deal with seeming opposite concepts and tasks.
• Strong Organizational Agility: Must be comfortable working in a highly matrixed environment and influencing without authority. Ability to thrive in data-driven, high-volume, and fast-paced work environment.
• Leadership: Self-starter who leads by example; effective in working with, and through others.

GENERAL SKILLS AND ATTRIBUTES

• Clear and concise written and spoken communication
• IT literate with the ability to use MS Word, Excel, Outlook and Powerpoint
• Manage and prioritise own workload and work with minimal direction
• Maintains an active customer service attitude
• Emotional intelligence; ability to flex communication style to best fit the audience
• Demonstrated understanding of UK employment law; understanding of EU employment laws is a plus but not required
• Business acumen
• Ability to garner consensus from a large team is important and obtaining stakeholder buy-in on new, complex or challenging ideas

QUALIFICATIONS

• Chartered Institute of Personnel and Development (CIPD) or equivalent
• Minimum of 5 years related experience