Working as part of the Nomad Foods Group HR Team, based in our Company Headquarters, this role business partners some of our key Corporate functions (Finance, IT, Legal, Integrated Business Planning, Project Management Office and Supply Chain Finance).

The Senior HR Business Partner will take ownership of providing a day to day HR service, supported by Centres of Excellence in Organisational Development, Reward and Talent Acquisition. The role also works closely with Market Unit HR teams to manage HR activities across the matrix e.g. Talent Management.

The role will support the HR Director with complex organisational design and change management programmes, and in delivering key engagement projects as required, for example the annual employee engagement survey. There is also opportunity to work with peers across Nomad Foods Europe to deliver Pan-European projects in line with the Group HR Strategy.

The successful candidate will be able to hit the ground running and operate autonomously to manage both the strategic and operational requirement of the role and deliver business partnering solutions on time and in full.

A key enabler will be the ability to demonstrate your capability to be adaptable and comfortable with ambiguity, whilst remaining positive and professional in approach at all times

With an authentic and collaborative approach, you will readily build relationships which foster effective business partnerships. Through these relationships you will seek to gain insight to the corporate needs of the business enabling you to deliver fit for purpose solutions that demonstrate the practical application of your HR skills and knowledge.

We are looking for a candidate who is committed to continuous learning and development of self and others. You will be naturally curious and have a desire to progress a career in HR, actively driving your own development of your HR Generalist skills.

Strategic HR Business Partnering

• Gain detailed understanding of strengths and opportunities within the Group functions in order to develop and implement a People Plan that is aligned with strategic business priorities
• Build effective working relationships with business partners so able to assume a position of influence; creating opportunity to support and challenge as appropriate and to provide open, honest feedback and coaching as required
• Assess the efficiency of the organisational structure, culture and people capability of the Group Commercial functions, and consult with business partners on ways to improve organisational effectiveness.
• Develop, manage and support strategic change initiatives.

Recruitment

• Act as key contact for all recruitment requests within Group Commercial, ensuring clear diagnosis of the most appropriate need / solution to the resourcing issue, giving consideration to potential talent moves, and ensuring relevant sign off for any hiring request
• Work with the Talent Acquisition Manager to explore direct sourcing options
• Ensure internal advertising process followed and a proactive approach is taken for the engagement of any PSL agencies
• Develop clear recruitment plans with Talent Acquisition Manager and Hiring Managers to ensure interview dates are scheduled, relevant assessment materials are developed, and interviewers arranged, including HR attendance at final stage
• Develop offers in line with agreed pay bands and in line with functional peers across the business – taking guidance where necessary from Reward Director
• Proactively work with the HR Centre (Gloucester) to deliver all UK offers in a timely manner

Employee Lifecycle

• Partner with line managers in development of on boarding programmes for all new starters and lead the HR induction phase
• Support and coach line managers to ensure the development of clear objectives for new starters, to include development areas from recruitment process and clear reviews during probationary period
• Act as guardian to the probationary period for all new starters, monitoring progress and attending review meetings as necessary
• Coach & Support line managers with the delivery of their 6 monthly Performance Development Plans, actively chasing for completed forms
• Assist and coach line managers in how to manage performance improvement cases in order to maximise potential of resource within the group
• Assist and coach line managers through any Employee Relations matters (e.g. flexible working, discipinaries, grievances etc.)
• Manage the exit process for resignations at, ensuring HR Centre informed, feedback given to line manager and actions captured from the exit interview

Talent Management

• Lead local talent reviews alongside Directors/Heads of Department, identifying High Potentials and developing action plans to support their career development
• Support HR Director in leading talent review for functional areas, identifying talents for succession planning and coordinating talent moves as required

Learning & Development

• Work with Directors/Heads of Dept. and Capability Leads to review Performance Development Plans and identify development & training needs
• Develop and execute functional learning and development plan in line with 70/20/10 principle
• Facilitate training sessions on relevant people topics (e.g. Performance Development Plans, Career Development) as required
• Develop and evolve functional Capability Frameworks and learning resources (Functional Academies) to support technical capability development within teams

Recognition 

• Manage quarterly judging panel for all Group Functions (Commercial, Corporate and Supply Chain) including coordination of judging panel and selection of winners
• Manage HR Administration to ensure timely administration of letters and prizes for each nominee and the winners
• Reward
• Manage the annual salary review and bonus process for group functions
  Manage nominations for People Awards recognition scheme and lead judging panel on a quarterly basis (shared role)

HR Support

• Act as first point of contact for all day to day queries, ensuring clear advice and guidance is provided in a timely manner
• Work with the HR Centre Gloucester to deliver any contract changes in a timely professional manner

Essential

Qualifications & Previous Experience

• HR Generalist experience
• CIPD or equivalent qualified
• Demonstrative evidence of being a true business partner, delivering business improvement

Knowledge and Skills

• Employee Relations
• Performance Management
• Recruitment & Induction
• Induction & On-boarding
• Reward & Recognition Management
• Facilitation skills

Desirable

• FMCG experience
• Succession planning
• Employee Consultation
• Training needs analysis, design and delivery