Working as part of the Nomad Foods Group HR Team, this role will business partner with the Shared Finance Centre. Your client group will be approximately 200 employees, who will be located in the Nomad Foods Shared Finance Centre based in Hammersmith, London.

The HR Business Partner will work with the Shared Finance Director to develop and implement the strategic People Plan. They will also be responsible for providing an excellent operational HR service, supported by Centres of Excellence in Organisational Development, Reward and Talent Acquisition.

The role will support any relevant organisational design and change management programmes. There may also be the 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 deliver business partnering solutions and to manage both the strategic and operational requirements of the role. They will be a key enabler will be the ability to demonstrate the capability to be adaptable and comfortable with ambiguity, whilst always remaining positive and professional in approach

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 commercial 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

• Develop and implement with Shared Finance Director a people plan that is aligned with strategic business priorities and the goals and vision for the centre
• Build effective working relationships with Heads of Towers 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 business area and consult with business leaders on ways to improve organisational effectiveness
• Develop, manage and support strategic change initiatives

Recruitment

• Act as key contact for recruitment requests ensuring clear diagnosis with Heads of Towers 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
• Develop clear recruitment plans with Talent Acquisition Manager and Hiring Managers and to ensure appropriate sourcing options are utilised
• Develop offers in line with agreed pay bands and in line with functional peers across the business – taking guidance where necessary from Reward Director

Employee Lifecycle

• Coach & support line managers with all their people management responsibilities, including, but not limited to, the joiners process, how to manage performance improvement cases, how to deal with Employee Relations matters, managing the leavers process and day to day people management

Talent Management

• Lead local talent reviews alongside the Shared Finance Director and Heads of Towers to identify high potentials and developing action plans to support their career development
• Identify talents for succession planning and coordinate talent moves as required

Learning & Development

• Work with the Heads of Towers to review Performance Development Plans and identify development & training needs
• Leverage L&D CoE support to provide relevant training solutions to address identified training needs
• Develop and evolve functional Capability Frameworks and learning resources (Functional Academies) to support technical capability development within teams

Reward

• Support the business leadership team with managing the annual salary review and bonus process

Essential

• Strong HR Generalist experience
• CIPD or equivalent qualified
• Demonstrative evidence of being a true business partner, influencing to deliver business improvement
• Strong Employee Relations
• Performance Management
• Recruitment & Induction
• Induction & On-boarding
• Reward & Recognition Management
• Talent Management
• Change Management
• Facilitation Skills
• Influencing Skills
• Ability to work autonomously whilst remaining connected to the wider team agenda
• Customer focused approach with a mindset of ‘Excellent Execution’ – right first time
• Ability to build good working relationships remotely
• Ability to be flexible and work across multiple issues in support of the HRBP agenda
• Strong written and verbal communication skills
• Strong planning and organisational skills
• Accuracy and attention to detail

Desirable

• FMCG experience
• Formal Employee Consultation – Unions, Works Councils
• Training needs analysis, design and delivery