HR BUSINESS PARTNER

- Relationship management - Strong Commercial Acumen - be able to discuss the business at Global/ RO level as well as detailed understanding of functional area - 3+ years HR experience in an HR role or general management experience - Experience of a Blue Chip / FMCG organisation, ideally with a Global reach - Evidence of involvement in continuous strategic organisational development - Coaching and facilitation skills

ROLE:To be the primary point of HR contact for a distinct functional area, responsible for the development and delivery of the Vodafone People Strategy for the functional area and building capability through coaching and facilitation of the leadership team. Accountable to line managers for the quality of the talent pool, organisational architecture, managing change & culture, and the quality of service delivery from HR. Can be involved in (non-transactional) process execution for people managers and key leaders.

KEY RESPONSIBILITIES: 1.Develop local People plans that reflect the delivery of the 3-year People Strategy within a consistent planning framework and planning cycle. 2.Prepares project and implementation plans that ensure the delivery of the local People Plan. 3.Contribute to the development & measurement of the Employee Experience KPIs. 4.Establish active membership of the Business or Functional Unit leadership team, contributing to the broader business and HR agenda. 5.Responsible for building influential and mutually respectful relationships at senior levels within Business & Functional Units. 6.Optimise and continually develop relationships with Centres of Expertise in order to provide pro-active functional support to the business. 7.Actively use the people strategy calendar to plan activity, pre-position and market events with management teams and deliver plans to agreed timescales/targets/deadlines. 8.Diagnosis and analysis of issues within the business, providing objective challenge and engaging the appropriate Centres of Excellence to ensure issue resolution. 9.Influence the Leadership team to diagnose, plan and implement OD activities providing the tools and knowledge to enable this to happen. 10.Contribute to the strategic direction of the HR Function by leading and managing cross-functional project work and policy development. 11.Enhancing people management capability through coaching and development of the leadership team building skills, knowledge, competencies.

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