Photon - Senior Manager - HR Business Partner

As an HR business partner, you can expect to be responsible for the following:

- Building trusted relationships with senior stakeholders and leaders in the business

- Providing strategic and day-to-day leadership to drive the delivery of the business- HR plans

- Using experience, skills and knowledge of the HR industry to make an impact in key areas such as change management, organizational design, employee engagement and talent analytics

- Assisting in building strong talent pipelines and managing recruitment up to c-suite level

- Coaching and mentoring junior team members and HR line managers

- Supporting line managers across the business on organisational structure and design

HR business partner skills and competencies :

- You will be expected to hold a university degree, with a professional qualification from an accredited chartered institute such as the CIPD. An applicant will also be expected to have experience in a leadership position, either as an HR business partner in another organisation, or as an HR manager. You will also be required to have the following:

- Communication skills - delivering the strategies of the business will require you to talk to stakeholders from around the business. As such, you will need to be able to present effectively to a different levels of seniority

- General skills - an HR business partner will need to be a true generalist, with a good understanding of the many different responsibilities of the function (eg. Learning & development, reward, compensation & benefits)

- Leadership - you will be working with line managers to deliver the function's strategy. As such, you must be able to lead in the day to day operations of the business, and also on specific projects

- Coaching skills - you will be seen as a mentor within the function and the business at large. You must be comfortable in offering advice to both your peers and junior employees

- Strategic thinker - working closely with the HR director to deliver and implement new programmes and initiatives, experience of thinking strategically is an absolute must

- Industry knowledge - building a coherent and successful HR strategy will require an extensive knowledge of the trends and changes in policy that are affecting people at work