Location: Belfast, United Kingdom
In fast changing markets, customers worldwide rely on Thales. Thales is a business where brilliant people from all over the world come together to share ideas and inspire each other. In aerospace, transportation, defence, security and space, our architects design innovative solutions that make our tomorrow's possible.
Together we offer fantastic opportunities for committed employees to learn and develop their career with us. At Thales UK, we research, develop, and supply technology and services that impact the lives of millions of people each day to make life better, and keep us safer. We innovate across the major industries of Aerospace, Defence, Security and Space. Your health and well-being matters to us and that’s why we offer you the flexibility to do what’s important to you; whether that’s part time hours, job sharing, home working, or the ability to flex your start and finish times. Where possible, we support a working pattern that suits your lifestyle and helps you reach your ambitions.
Primary Purpose of Role
We are looking for an experienced HRBP to work closely with HR Director (aligned) and Senior Leaders to drive the people agenda that aligns to, and supports, the travelling overall strategic objectives of the business area they support.
This role relies on being able to combine strong business acumen with powerful people insight to anticipate the needs of our internal customer by proactively designing and implementing holistic solutions that have a significant impact across a diverse business. Getting to the root cause of complex challenges and being able to mobilise teams across the HR Function and the Business to realise the intended benefits will be critical to your success
This role focuses on uncovering the specific people requirements for the business areas they support and on working with the wider HR Functional Teams to deliver on that requirement. This has a specific focus on working with business leaders to ensure the delivery of the in-year results, understanding the status of our major bids and programmes and enabling the identification and delivery of the resources and capabilities needed to meet business goals. The work is clustered around the following 4 key themes:
Supporting our Bids and Programmes – Enable the sustained & profitable growth of the business by ensuring HR solutions are provided at all stages of a Project, from capture through to ramp down Building skills, talent and capability – Ensure right people, right place, and right time by supporting the business to recognise its medium and long-term requirements for its people. A strong focus on strategic and operational resource and capability requirements, co-developing solutions to ensure these needs are met Organisational Design and Development – Ensure our organisational structures, capabilities and cultures are continuously aligned to the business growth and delivery strategies. Providing and implementing HR solutions that drive the high performance and effectiveness of teams Consulting, Coaching and Business Partnering – Using data, insight, sophisticated stakeholder management and coaching techniques to identify risks, opportunities and potential solutions
The HRBP will work closely with the HR Director who has accountability for making sure any people solutions are effectively integrated into their business area and the customer need is met. In many cases the HRD is the prime internal customer and will determine if work is ‘completed’ or ‘done’ within their domain.
The HR Director also has accountability for making sure all domain specific people issues are identified and resolved within their area of responsibility. In many cases this may mean that the HRD holds the primary business relationship however the SHRBP role will need to work directly and extremely closely with a variety of ‘Users’ (the recipient or beneficiary of the work) which will be a mix of business leaders, managers and people.
To understand the business challenges faced and the people dynamics associated with it, it is expected that this role will spend a large amount of their time working with business leaders and need a well developed internal network.
Individuals will need to build knowledge of the main BL and GBU specific HR and people initiatives to ensure conflicting or complementing issues, opportunities and challenges are considered, with a high degree realise of intricate knowledge and working relationships with all UK HR sub functions.
Key Responsibilities & Accountabilities
- Establishing sufficient business intimacy, insight and influence to fully develop the people plan for a defined perimeter, in conjunction with key stakeholders.
- Ensuring all resulting HR requirements are identified, scoped and effectively prioritised
- Ensuring progress against the plan is regularly monitored, stakeholders are updated on progress and that the people plan is delivered
- Maintaining a strong focus on key bids and critical programmes in a defined perimeter to support improvements in bid and project execution. Understands the People factors at play on this topic and combines this with a technical understanding of how businesses work and operate to meet their goals. Is able to identify and mitigate People risks and issues in this area.
- Proactively supporting and enabling the long term identification and delivery of current and future resource and capability needed to meet business goals. Using a blend of options and approaches ensures and enables; right size, shape and cost
- In conjunction with Operations, ensuring a clear and robust people supply plan is in place and work with TA and the relevant functions to ensure the business has the right people in the right place at the right time
- Work with and challenge senior managers to identify for design improvements to help fulfil organisation strategy and objectives. Ensure our organisational structures, capabilities and cultures are continuously aligned to the business growth and delivery strategies. Ensure the appropriate HR solutions are implemented that drive the high performance and effectiveness of teams
- Identify critical organisational health metrics and use these to inform decision making / guide the business on key people and change related issues
- Coach and provide feedback to key stakeholders to help improve business efficiency and individual effectiveness of leaders
- Use a strong consulting mind-set, working with the internal customer, leveraging the wider HR model and using external thinking, to shape sustainable solutions that ensure organisational effectiveness and business success
- Avoid duplicating effort and re-inventing new methods and approaches in specific business areas. Improving our efficiency and effectiveness by finding solutions that can be applied or adapted to multiple situations and business areas
Experience and Skills
Education/Professional:
- Degree qualified or equivalent
- Associate CIPD / Equivalent experience (Chartered MCIPD desirable)
Experience:
- Proven track record of success in HR Business partnering, including resolving complex HR matters (ideally working in a matrixed organisation)
- Proven ability to engage with and influence key stakeholders to improve people and organizational performance
- Has successfully worked with senior managers and leadership teams to identify how an organisation’s growth strategy can be achieved though people activities
- Significant experience in supporting critical bids and programmes and in identifying appropriate people and organisational solutions that improve business performance
- Proven experience in supporting and enabling senior managers in leading and designing change and transformation activities (including looking beyond ‘structural’ issues and into the holistic effectiveness of the business)
- Experience of investigating complex situations, getting to the root cause by using data and personal insights, tools and techniques
- Demonstrates business knowledge and acumen to understand where challenges may manifest or be different for various stakeholder groups
- Proven ability in using analytical and problem solving techniques to understand complex situations
Skills:
- Intellectual curiosity - a desire and ability to learn all aspects of the business and understand its goals and to develop plans that support the attainment of these goals
- Digital acumen - the ability to analyze and interpret data, use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning
- Agility – the ability to spot opportunities and risks, and act to address quickly
- Organisational Development mindset - thinking systemically and holistically, thinking about relationships and groups as well as the individual, thinking about culture as wells as capabilities
- Interpersonal skills – ability to build effective relationships quickly and to communicate at senior / executive levels of the organisations
- Understand and dig deeper with regards to analysing processes, developing and applying performance metrics, collecting data and producing analytics to make more informed decisions
Behaviours and Values
- Deals well with complexity - Makes sense of and simplifies multiple concepts. Manages ambiguity effectively. Listens, and moves towards the best solutions and implementation
- Sees Ahead – Is curious, visionary, disruptive. Anticipates trends and demonstrates strategic thinking
- Creates customer intimacy - Anticipates needs, drivers and expectations. Advise and develops better, innovative and profitable solutions
- Challenges the status quo - proactively questions the accepted, learns new practices and creates an environment where innovation thrives.
- Promotes collaboration - fosters open communication and removes barriers that limits a truly inclusive environment. Encourages everybody to contribute, values others’ ideas, and celebrates success
- Ability to engage and influence a diverse set of stakeholders
- Ability to work in multi-stakeholder environment to create clear and achievable goals.
- Encourages an open environment where information and ideas are shared and innovative thinking is stimulated. Seeks abroad range of views and inputs, building relationships, credibility, trust and rapport with new stakeholders
- Demonstrates behaviours consistent with the Thales Leadership Model
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In line with Thales' Baseline Security requirements, candidates will be asked to provide evidence of identity, eligibility to work in the UK and employment and/or education history for up to three years. Some vacancies may require full Security Clearance which can require further evidence to be provided. For further details of the evidence required to apply for Baseline and Security Clearance please refer to the Defence Business Services National Security Vetting (DBS NSV) Agency.
At Thales we provide CAREERS and not only jobs. With Thales employing 80,000 employees in 68 countries our mobility policy enables thousands of employees each year to develop their careers at home and abroad, in their existing areas of expertise or by branching out into new fields. Together we believe that embracing flexibility is a smarter way of working.
Thales UK is committed to providing an inclusive and barrier-free recruitment process. We will provide reasonable adjustments and support to ensure neuro-diverse applicants or those with a disability or long-term condition can be their best during the recruitment process. To request an adjustment, if you need this job advert in an alternative format or if you have any questions about the recruitment process, please contact Resourcing Ops for mid to senior roles, or the Early Careers Team for graduate and apprentice roles.
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