Head of People Operations - HR

As the Head of People Operations you will be accountable for delivering brilliant basics across our core People Services and be our most senior People Business Partner.  You will work closely with key stakeholders and the wider People Team to develop, shape and deliver The People Plan and appropriate tactical solutions, enabling the business to achieve its goals and live its PACT values.

Employee as a customer - To provide a fantastic employee experience which results in improved employee engagement, improved employee retention, and an inclusive culture with a diverse and healthy workforce.

You will act as a trusted partner. You will develop deep business insight in order to effectively advise and coach senior leaders. Playing a pivotal role in making TPXimpact a great place to work, with a strong focus on employee engagement, learning & development, DE&I, culture and values.

You will be responsible for bringing evidence-based practice into the organisation and addressing the people challenges the organisation faces. Keeping up to date with external trends, best practice and thought leadership.

You will be the People Team lead on the requirements gathering and implementation of a new core HR system and associated builds to connect it with talent, payroll etc.

Responsibilities

Central People Services Responsibilities

• Management of the Central People Services Function and development of theTeam to ensure that operational people services are provided to support the needs of the business.

• Ensure the People Operating Model is embedded successfully across the business.

  • Tier 0 - Self-serve - Intranet (single source of truth) and development of system support solutions e.g. RPA, bots etc.

  • Tier 1 - Employee contact (ticketing system) for Slack and email contact and agree SLAs.

  • Tier 2 - Casework / project  / Employee or Manager escalations.

  • Tier 3 - Agreed escalations / hand-offs with wider People Team (as required)

• Produce and analyse people metrics and use them to provide management information and insight which influences and shapes people related interventions and instigates action to address performance as necessary. Ensure the People Dashboard is updated on a monthly basis.

• Ensure all People Services operations are compliant with all statutory and regulatory requirements not limited to but specifically in the areas of: right to work, visas and data protection.  Respond to compliance audit risk factors and put in place an approval matrix for checking high-risk steps.

• Support the annual cycle of people activity, including salary review, benefits, promotion and progression, performance management and employee engagement activities.

• Collaborate with the Internal Communication and Engagement team to ensure that all People Service changes are understood by the various audiences (employees, managers, legacy T&Cs, portfolio businesses) and apply business and leadership insight to support the development and delivery of employee engagement initiatives.  Switch COPManager channel for push messaging.

• Manage all People Services contracts and engagements (benefits, OH, wellbeing etc).

 People Business Partnering Responsibilities

• Partner with the leadership teams across TPXimpact. Advising, coaching, challenging and supporting them on all people related matters. 

• Take the lead on selected strategic HR projects and roll out new HR products to the organisation, ensuring that there are implementation, communication, training and change plans in place, and, through updating and coaching senior leaders.

• Support leaders through organisational change and evolution, including organisation design, new team design implementation.

• Lead on senior and complex employee relations cases.

 People Leadership Team Responsibilities: 

• Ensure that the products and services created and delivered by the People Team meet business requirements, are customer centric and put people first whilst advocating for the adoption and compliance with People Policies and Processes and being a “champion” for the People Function.

• Collaborate with the wider People Team to enhance the People Team offer based on business needs whilst ensuring the business adoption and compliance with new People Processes.

• Champion Diversity, Equality and Inclusion. Support the DE&I Strategy and Plan and be an active ally for the Employee Representative Groups.  

• Contribute to, and influence the development of People Policies to ensure that they are aligned to our purpose and values and meet the requirements of the business.

• Coach, support and influence senior leaders on all people ‘lifecycle’ issues and the overall people agenda, as well as providing effective advice and interventions to hold the leadership team to account for effective leadership of their people.

• Represent the People Team as a member of the TPX Ops Board.

Organisational data

• Reports to:  Chief People Officer 
• Location: Hybrid working with regular attendance in our London Hubs and attendance in other Hubs as the needs of the business dictates.
• Key Internal Stakeholders: Business Unit Managing Directors and members of the Bl leadership teams, members of the People Leadership Team, wider People Team and the Finance Team, especially the payroll function.

Professional knowledge and experience

• Think of employees as customers and be passionate about creating a fantastic employee experience. 

• Have worked as a Business Partner in a business similar to TPXimpact i.e. with a clear purpose and focus on impactful work, and,  preferably worked in a business which works through a consultancy model.

• Have experience of leading a team and coaching them to high-performance.

• Be a true HR generalist, with practitioner experience of Talent Management, Talent Acquisition, Reward, Learning and Development, Employment Law (ideally including TUPE) and Employee Relations, Policy and HR Shared Services.  Have a background which spans central HR functions i.e. which supports all employee lifecycle processes, systems and data.

• Be financially astute and financially and digitally literate.  Have effective and accurate written and verbal communication skills.

• Be an effective project manager and able to demonstrate a successful track record in delivering enterprise wide projects.

• Have excellent stakeholder management skills and the ability to build relationships with all levels of stakeholders.

• Have a creative, forward thinking, human centric approach to HR.

• Have effective and accurate written and verbal communication skills.

Technical skills

• Have Level 7 CIPD - MCIPD or able to demonstrate equivalent skills, knowledge and behaviours.