Job Title:
HR Business Partner
Department:
Human Resources
Management Responsibility:
None
Travel Required:
Yes, if cluster-based
Hours:
40 hours per week Reports to:
Head of HR Business Partnering Location:
Hybrid (min 2 days on site per week if within reasonable travelling distance of TP site) will consider WAH if candidate not within reasonable travel to TP site Contract Type:
Permanent Job Summary/Overview
The HR Business Partner is responsible for providing best in class expertise and advice for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers, and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, able to keep up with the fast-paced contact centre environment, multi-tasking and prioritising as needed. The role takes on a comprehensive business partnering approach to ensure success by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities
Responsible for all day-to-day HR activities required to support the local site/business area. Works closely with local stakeholders, employees, managers, partner organisations, and others in the business unit to fully understand local needs and create targeted and specific people support strategies. Actively monitors a range of people data and reporting information, analyzing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported. Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improving KPI performance across the range of key people measures. Provides practical advice, guidance, and support to employees and managers across the full spectrum of Employee Relations disciplines including grievance, disciplinary, absence management, performance management, and employee wellbeing. Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation, and best practice approaches. Proactively coaches and guides line managers to help them support their teams and deliver high performance, whilst mitigating potential risks to the employee or business. Builds and develops positive relationships with a range of internal and external stakeholders. Complies with Company policies, the Equality Act, Employment Rights Act, and others, ensuring all HR activities are in compliance. Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service. Takes steps to keep knowledge up to date of new HR concepts, thought leadership, and best practice approaches in HR and employee relations. Continually identifies new opportunities to add value to local and wider business areas. Tracks and maintains key statistics and information relating to relevant aspects of HR activity, providing detailed reports and presentations on HR-related performance. Supports the HR function as a whole in shaping the People Strategy and delivering its objectives. Collaborates, actively participates, and delivers HR initiatives and projects across the business. Actively participates in any TUPE, restructure, or other major change or consultation programme. Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, and document reviews. Contributes to the development of HR policies and ensures local management teams are educated in these. Attends internal meetings as required to represent the HR function. Completes all administration associated with HR responsibilities. Provides essential support to the Head of HR Business Partnering as needed. Supports and drives a culture of high employee engagement across your area. Adopts the Teleperformance management ethos of Support First, Manage Later. Maintains open and honest channels of communication at all levels. Leads by example and consistently demonstrates the Teleperformance values. Supports a working culture built on embracing diversity, respect, and positivity. Other duties as assigned. Main Job Requirements
Education and Specific Training
Formal qualification in a HR-related area, such as:
Certificate in Human Resource Practice, or Degree in HR Management, or similar.
OR equivalent experience. Membership of CIPD, or similar, is preferable. Up-to-date employment law knowledge. Republic Of Ireland employment law knowledge desirable. Work Experience
2 years of solid HR experience in a contact centre environment, or 3 years HR generalist experience in another high-paced industry. Special Certifications
Lean Six Sigma certification at Yellow Belt level preferred. Required Skills
Technical Skills
Comprehensive computer skills. Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook, and others. Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday, or similar. Competencies and Specific Skills
Takes responsibility for own performance. Works on own initiative. Commercially aware. Strategic mindset. Compassionate. Achievement driven. Excellent analytical ability. Exceptional attention to detail. Excellent communication skills - verbal and written. Excellent influencing skills. Flexibility. Resourceful. Committed. TP brand ambassador. Lives and breathes the company values. Self-motivated. Team player. Creative thinker. Confident to challenge. Advanced levels of resilience and focus. Excellent facilitation and presentation skills. Continuous improvement mindset. Excellent organisation skills. Priority management skills. Credible. Trustworthy. Dependable. Courageous. Empathetic. Salary up to £32K
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HR Business Partner
Department:
Human Resources
Management Responsibility:
None
Travel Required:
Yes, if cluster-based
Hours:
40 hours per week Reports to:
Head of HR Business Partnering Location:
Hybrid (min 2 days on site per week if within reasonable travelling distance of TP site) will consider WAH if candidate not within reasonable travel to TP site Contract Type:
Permanent Job Summary/Overview
The HR Business Partner is responsible for providing best in class expertise and advice for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers, and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, able to keep up with the fast-paced contact centre environment, multi-tasking and prioritising as needed. The role takes on a comprehensive business partnering approach to ensure success by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities
Responsible for all day-to-day HR activities required to support the local site/business area. Works closely with local stakeholders, employees, managers, partner organisations, and others in the business unit to fully understand local needs and create targeted and specific people support strategies. Actively monitors a range of people data and reporting information, analyzing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported. Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improving KPI performance across the range of key people measures. Provides practical advice, guidance, and support to employees and managers across the full spectrum of Employee Relations disciplines including grievance, disciplinary, absence management, performance management, and employee wellbeing. Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation, and best practice approaches. Proactively coaches and guides line managers to help them support their teams and deliver high performance, whilst mitigating potential risks to the employee or business. Builds and develops positive relationships with a range of internal and external stakeholders. Complies with Company policies, the Equality Act, Employment Rights Act, and others, ensuring all HR activities are in compliance. Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service. Takes steps to keep knowledge up to date of new HR concepts, thought leadership, and best practice approaches in HR and employee relations. Continually identifies new opportunities to add value to local and wider business areas. Tracks and maintains key statistics and information relating to relevant aspects of HR activity, providing detailed reports and presentations on HR-related performance. Supports the HR function as a whole in shaping the People Strategy and delivering its objectives. Collaborates, actively participates, and delivers HR initiatives and projects across the business. Actively participates in any TUPE, restructure, or other major change or consultation programme. Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, and document reviews. Contributes to the development of HR policies and ensures local management teams are educated in these. Attends internal meetings as required to represent the HR function. Completes all administration associated with HR responsibilities. Provides essential support to the Head of HR Business Partnering as needed. Supports and drives a culture of high employee engagement across your area. Adopts the Teleperformance management ethos of Support First, Manage Later. Maintains open and honest channels of communication at all levels. Leads by example and consistently demonstrates the Teleperformance values. Supports a working culture built on embracing diversity, respect, and positivity. Other duties as assigned. Main Job Requirements
Education and Specific Training
Formal qualification in a HR-related area, such as:
Certificate in Human Resource Practice, or Degree in HR Management, or similar.
OR equivalent experience. Membership of CIPD, or similar, is preferable. Up-to-date employment law knowledge. Republic Of Ireland employment law knowledge desirable. Work Experience
2 years of solid HR experience in a contact centre environment, or 3 years HR generalist experience in another high-paced industry. Special Certifications
Lean Six Sigma certification at Yellow Belt level preferred. Required Skills
Technical Skills
Comprehensive computer skills. Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook, and others. Comprehensive knowledge/experience using HRIS such as SAP, Cascade, Workday, or similar. Competencies and Specific Skills
Takes responsibility for own performance. Works on own initiative. Commercially aware. Strategic mindset. Compassionate. Achievement driven. Excellent analytical ability. Exceptional attention to detail. Excellent communication skills - verbal and written. Excellent influencing skills. Flexibility. Resourceful. Committed. TP brand ambassador. Lives and breathes the company values. Self-motivated. Team player. Creative thinker. Confident to challenge. Advanced levels of resilience and focus. Excellent facilitation and presentation skills. Continuous improvement mindset. Excellent organisation skills. Priority management skills. Credible. Trustworthy. Dependable. Courageous. Empathetic. Salary up to £32K
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