Chaplain / Imam - Part Time

Main Duties

People plans/stakeholders

Partner the Business Directors to implement business specific people strategies including; compensation & benefits, recruitment, engagement and talent & development in line with the Centres of Excellence.

Take the divisional lead to identify key people priorities using people metrics and external influences to create a future focussed people plan to deliver the Business Unit's OGSP, working in partnership with Centres of Excellence

• Partner key stakeholders to gain an in-depth knowledge and understanding of the financial and commercial aspects of contracts, contract performance against targets to inform the People Plan priorities.
• Develop strong working relationships with counterparts in key clients to align people strategies for the benefit of the business unit and the client, increasing client engagement and retention.
• Ensure identified service levels of delivery across all parts of HR (talent acquisition, learning and development, reward, employee relations) are met and that key performance indicators are put in place and achieved consistent with the principles of continuous improvement.
• Design professional and commercial people solutions, in the event of escalated cases, providing counsel to the business in terms of the best approach.
• Work with the wider HR community to ensure people policies, initiatives and procedures are fit for purpose and meet the medium/long term needs of the business.

Organisational design and talent management

• Partner with the business on organisation design and re-design activity to improve business performance and execute all subsequent actions
• Support the business on talent management programs including executive and leadership development, performance management, succession planning and career development.
• Design effective recruitment and retention strategies, specific to the needs of the business unit and in line with the Centres of Excellence.
• Work with key stakeholders to forecast, plan and monitor workforce-planning in line with the business strategy and new business opportunities through strategic hires, proactive succession planning and effective talent management
• Create and retain high performing teams; working with the Centres of Excellence to implement Mitie talent and succession planning initiatives, proposing creative solutions to ensure a pipeline of talent and leadership development.
• In partnership with the Talent and Leadership Centre of Excellence, create, plan and manage effective skills development for the business area.
• Develop high performers and effectively manage talent pipeline by holding bi-annual career reviews with top 5% or top 40 (whichever larger).
• Proactively manage the implementation of Mitie performance management strategies to underpin the aims of the talent pipeline.

Culture and engagement

• Drive and embed cultural change and engagement programmes, in conjunction with the Centres of Excellence.
• Coach, mentor and challenge Business Directors to embed a culture of team effectiveness, promotion of Mitie vision and values and fair and consistent people management.
• Role model positive Mitie behaviours actively challenge any behaviours which do not promote the one Mitie culture.

Bids and mobilisations

• Lead the people aspect of commercial contracts for new business and M&A's for deals worth over £3m or a strategic accounts.
• Lead, plan and structure the people element of bids and mobilisations, transfers/demobilisations, including presenting to prospective clients and contributing to the bid process and submissions of tenders worth over £3m or a strategic client, identifying any risks.

Data and analytics

• Review and analyse data to identify trends and recommend solutions to improve employee performance, retention, and employee engagement, presenting patterns and insight to business stakeholders on a weekly basis, along with proposed solutions and action where required.
• Actively monitor data on labour costs, employment relations and sickness absence to identify trends, risks and cost saving opportunities and agree relevant action plans with Business Directors.
• Actively monitor functional training to ensure the business is compliant and take corrective action where required.

What we are looking for

Essential

• Experience of managing and driving HR initiatives in a fast-paced, complex environment
• Broad experience in all aspects of an HR Business Partnering including reward, employee relations, talent, succession planning, restructuring and leadership
• Demonstrable commercial and pragmatic approach to human capital solutions
• Ability to deliver accurate and timely MI to support the provision of analytical strategic HR advice
• Experience of project management large scale mobilisations and knowledge of TUPE
• Facilitate performance management reporting
• Ability to influence and engage senior stakeholders
• High level influencing and communication skills
• Ability to multi task, work well under pressure and ability to us own initiative.
• Good presentation skills both internally and client facing
• Ability to travel
• Clean driving licence

Desirable

• CIPD qualified.
• Experience in the use of a range of techniques to support training and development activities, selection and compensation and benefits is required. (Eg: TNA, psychometrics, salary surveys).