Head of Human Resources – Retail

• Provide support and advice to Directors and Senior Management within the Retail P&L and to determine, manage and implement people strategies and actions that support customer and business plans
• Develop HR / People plans with each of the business partners that deliver high performing
• teams across the teams including regular and consistent leadership communication
• Play a central role, in conjunction with the HR Director in forward planning and strategy development if the combined HR deliverables, taking accountability of key projects
• Working with managers to identify current and future needs, offering pragmatic, progressive and commercially sound solutions to business change and organizational development
• Develop and implement monthly metrics in the form of MI information for the business, providing them with guidance on potential issues and making recommendations for change
• Provide oversight for the company's role evaluation processes to maintain consistency and fairness and create structure for areas of improvement / areas to develop future capability
• Across the Retail leadership team provide coaching, support and expertise in the management of all HR matters, effectively “partnering” the business to support the delivery of the people plans
• Provide single point of contact for the Retail business by challenging, presenting options, influencing and offering guidance in regards to performance
• Support the leadership of service across the customer contact centres ensuring one customer proposition is understood and embedded across the territories
• Line management of the Retail HR Team
• Encourage communication and collaboration across the business, team and stakeholders in order to build strong relationships and develop cross functional working
• Embed a performance management culture within the business areas as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of performance delivery
• Lead on employee engagement activity/forums to improve employee feedback and communication with the business partner functions
• Support the business area with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans and work with the business
• area to establish and introduce systems that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development
• Provide consultancy and advice on all HR related matters, ensuring adherence to all legal and best practice obligations including employment law, employee relations, disciplinary and grievances, performance management, change management/restructuring and absence management
• Demonstrate expertise in technical HR areas and develop and deliver innovative solutions related to HR systems

• The ability to contribute to the strategic direction, focus on core priorities and a relentless drive to achieve results in the shortest time possible
• An understanding of engaging colleagues across a wide range of roles, sensitivity to the needs and expectations of employees, and a pragmatic approach that takes into account the operational imperatives and the low-margin nature of the business
• Linked to this the ability to delegate effectively to others knowing when and how to concentrate on the issues that really matter and to not feel the need to intervene in all areas
• Strong influencing skills. A proven ability to work effectively with others to achieve outstanding results which requires both the flexibility to know when to compromise and an understanding of when to push hard for a certain course of action
• The ability to build credible relationships with business stakeholders with the conviction to make HR owned decisions and influence other decisions within the business
• Evidence of practical application of policy, procedure and employment legislation
• Demonstrable track record of success of partnering and influencing senior line management on a raft of generalist HR or organisational development issues
• Demonstrable knowledge and experience of the organisation, its mission and objectives (or of the sector and the challenges facing similar organisations)
• Demonstrates commercial acumen and pragmatism in delivering HR solutions in the business
• A track record of making a broad contribution to a Retail business, beyond what may be seen as the HR/people remit; commercial acumen
• Demonstrates a high level of energy and dynamism, is as comfortable in the detail as they are executing or planning strategy

BoyleSports