Team and role overview
The EMEA Talent Development team is comprised of 8 staff based in London and 2 staff based in Brussels and Germany. This role is based in London (working remotely during the COVID restrictions) working alongside a Generalist Senior HR Manager, an Associate and a Talent Acquisition specialist and reports to the Director of Operations - Talent Development.
For the HR Manager, there will be a large emphasis on learning & development and employee relations for the UK. Additionally, you will have also gained some generalist experience to be able to oversee and drive forward other projects that have a diversity & inclusion, policy or leadership/management development focus.
Working alongside the Director of HR Operations and Senior HR Manager, key responsibilities include:
- Demonstration of a strong understanding of our policies, processes and benefits in order to respond to daily employee queries.
- Sickness management, mental health, dyslexia/other hidden disabilities support. Coordinating reasonable adjustments as needed.
- Working with the Culture Club to implement activities in support of our wellbeing strategy.
- Working with the Operations team, ensuring new hires are fully inducted into the FHF way of working.
- In conjunction with the Senior Manager support line managers with performance/talent management with a good awareness of the strengths-based approach.
- Compile key business metrics including data analysis of our Employee Engagement Survey.
- Conduct exit interviews and analysis of exit interview feedback and trends.
Learning & Development
- In conjunction with the Senior Manager support line managers to develop talent within their teams, and positively manage the careers of employees at all levels, re-igniting our career development and continuous learning focus in our virtual world.
- Working with the team to manage our graduate recruitment process and co-ordination of the development programme to support their first year of foundation training.
- Ensuring all L&D programmes are effectively communicated, co-ordinated and delivered. Research new training providers that can be engaged with to enhance our virtual learning experience.
- Contributing to the development and implementation of our Strengths based Talent Management Strategy. The Strengths-based approach is a forward-thinking approach to leadership and professional development. At its core, the Strengths-based philosophy recognises that individuals will perform at their best when actively tapping into ‘Strengths’ – their intrinsic sources of energy and motivation.
- Leading and contributing to local, regional and global HR projects such as learning and development, diversity & inclusion, onboarding or culture initiatives.
- Taking the initiative to identify and deliver HR interventions to assist the business in meeting its strategic goals by leading and embracing new ways of working to enable our hybrid office / virtual working world.
- Educated to degree level.
- A professional HR qualification is desirable but not essential.
- A generalist with strong project management skills and a passion for employee relations and implementing effective L&D programmes.
- Previous experience within a similar professional services, agency or media environment preferred.
- Solid understanding and experience of employment law and employee relations best practice.
- Experience of influencing at a mid to senior staff level.
- Personable, with the ability to form effective working relationships at all levels in the business.
- Can exercise sound judgement and authority in sensitive situations.
- Able to work both strategically and operationally.
- Ability to use their own initiative and work autonomously.
- Creative mind with the ability to initiate and facilitate change.
- Tenacious, assertive and able to influence and negotiate whist maintaining effective relationships.
- Pragmatic, commercially minded and acts in the best interests of the business at all times.