Unit CS

Accountable To

As HR Business Partner operating as a member of a business management team, the primary relationship is with the Business Unit CEO/EVP and his/her management team. The role also acts as the key interface with the wider HR function on behalf of the designated business. There are two areas of focus:

Human Capital Strategy As business partner, ensures that a business perspective informs the shaping of Human Capital strategy through close liaison with Sr. HR Business Partner and the Business Unit Chief Executive/EVP.

Business Unit Human Capital Planning Responsible for developing a single integrated HR plan for the department for all areas of HR activity including:

- Getting the right people in
- Building knowledge and skill of all employees to deliver in their current role
- Building a high performance culture
- Growing a strong pipeline of credible successors for future roles across ADPC
- Developing and changing the organisation to remain fit for purpose for the future

Responsible for

Working Relationship

Objectives and Role Profile

Key Tasks and Performance Indicators

- Integration of ADPC-wide HR strategy and business unit goals into a business unit HR plan
- Ensuring that HR needs are reflected in business plans and that risks to the business are identified and mitigated
- Liaising closely with other Business Partners within the business unit throughout the planning process, identifying common themes or potentially conflicting HR requirements/priorities
- Coordinating and prioritising top-down and bottom-up HR initiatives

This will require focus on:

Business Unit Performance and Effectiveness

- As a member of the business unit Management team, provides a source of challenge, direction and coaching, to deliver on-going improvements in organisational effectiveness and to achieve desired culture change.
- Works with senior business managers to develop a motivational and rewarding working environment that will facilitate the achievement of business objectives and ensure the delivery of the employment proposition.
- Developing line managers HR capability Responsible for the development of people management competence and professionalism within the business unit team. Identifies and disseminates best practice; operates HR governance and communication processes which encourage a consistent professional approach throughout the Business Unit.
- Line management Directly manages an HR Business Partner team and provides leadership and development for all HR Business Partner roles assigned to the business unit. Ensures HR business partner resources are used effectively, directs the deployment and refocusing of HR effort in response to commercial priorities]

HR Service Delivery

- Ensure that the operational fulfillment of core HR services meets the business unit needs.
- Works closely with all other appropriate parts of the HR function.
- Acts as the interface with Areas of Expertise at the appropriate level.
- Policy, Product and Design Provides input from the Business Units perspective in the shaping of new HR policy and product developments. Directs the effective implementation of new HR policies and products.
- Acts as the interface with Areas of Expertise and provides feedback on the effectiveness of product, policy and providers.

Management reporting and analysis

- Monitors and reviews the operational service performance data, advising on improvements required.
- Uses HR data for business area to identify trends and improvements needed. Revises HR plans and activities accordingly.