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No restraints. No limitations. We don’t simply push boundaries. We completely rethink them. McLaren Automotive exists to create breath-taking performance road cars.

With innovation at the core of all we do, every challenge starts with the same question. How can we do it better? This restless spirit runs right through McLaren Automotive. And the search for perfection is evident in everything we do.

We are currently recruiting for 2 Human Resources Business Partners to join our talented People & Culture team. One position is focussed on developing the people agenda for our operations facilities and one focussed on the commercial teams in the business including our regional sales teams.

The Operations will be based mainly on site at the beautiful McLaren Technology Centre in Woking. The Commercial team role will be a hybrid role working with teams across multiple different time zones.

A fast paced and exciting role, we are looking for you to have a passion for HR, our people and our brand as well as all the experience to help our people flourish.

You will proactively support the delivery of the long term business plan, through delivering integrated HR solutions

Together with a dedicated HR Assistant, you'll provide a right first time, efficient and accurate HR service for all day to day HR issues.

You'll act as proxy for the Head of HR as required.

• Provides line management with advice and options for improving organisational effectiveness through organisational design
• In conjunction with line management, creates, implements and reviews a short, medium and long term resourcing plan that includes, external hiring, graduate recruitment and other related placements, talent, key asset and succession planning
• Partners with the Resourcing team to ensure functional requirements are met on time, on cost.
• Through data, reviews, recommends and takes action to proactively address retention, turnover and absence issues.
• Flawless execution of reward and linked performance cycles
• Implement Group and Automotive reward programmes
• Identify key reward challenges for functional group and make recommendations for change
• Champion a culture of informal reward in line with the business values, in functional areas, making recommendation to line managers on how to change and improve the reward culture
• Diagnose people development needs for functional areas as part of resourcing plans linked to business goals and priorities. Identify and create a functional development plan that priorities both learning and development needs as well as those linked to statutory or policy requirements
• Act as a coach to key stakeholders to develop appropriate management and leadership behaviours
• Ensure any local functional learning and development activity is evaluated and has a clear ROI agreed at the outset which is reviewed upon completion
• Diagnose the sub-culture of the functional areas and identify the key factors that both hinder and help cultural development in that area. Implement activity to address and collaborate with the HR team to ensure consistent and economic approaches.
• Proactively seek to measure employee engagement in functional areas and implement solutions both at a Group, Company and functional level.
• Ensure the Company’s communication strategy is implemented and implement local informal solutions to increase satisfaction with communication in functional areas.

• A clear understanding of the commercial drivers of the business and how HR can play a key role in the success of the organisation
• Extensive experience of managing all employee relations issues in a complex organisation, including absence management, discipline and grievance
• Extensive experience of advising on all matters in relation to employment law. A comprehensive, yet practical working knowledge of employment law will be vital
• Experience of managing organisational restructuring in a complex environment
• A good knowledge of all resourcing related processes from performance management to succession planning to exit from the business
• Experience of partnering senior managers to produce long term resourcing and development plans for their teams
• A good knowledge of reward systems and evidence of application and advising on both informal and formal reward
• Exceptional technical skills in relation to employee relations activity and the legislative environment.
• A good knowledge of the difference between training and development and the potential range of solutions on offer
• An understanding of employee engagement that is beyond the theoretical, and can demonstrate it with practical examples of how to improve it in the workplace.
• Excellent coaching skills (asking questions to help others with their thinking)
• Knowledge of the process, people and psychological side aspect of change
• An understanding of the difference between management and leadership and how to challenge and develop the leadership capability of their customers through their daily interactions with them.

• A desire to try things a new way and challenge the status quo
• A willingness to find a balance between industry best practice and a pragmatic approach in order to find the McLaren Automotive way
• Customer focused and driven
• Can act as an equal player with key business stakeholders and ‘hold their own’ around the table.
• A trusted partner who challenges mediocrity and assumptions
• A skilled influencer who can demonstrate high levels of HR credibility coupled with the ability to build relationships at all levels quickly
• Confident and a proven ability to overcome setbacks and think in a solution focused way
• Data and metrics driven and a passion for getting things right first time
• A clear ability to articulate how HR adds value to the bottom line
• Commercially focused.
• A consultancy style that blends when to be a coach and when to be an expert.