We have an exciting opportunity for an experienced and strategic HR leader to take on the role of Regional Head of HR Business Partnerships, overseeing our operations across the UK, Ireland, Northern & selected countries in Central Europe, Turkey, Russia, and EK Holidays entities in the West. Based in London, this leadership role offers the chance to drive impactful people strategies, foster a high-performance culture, and shape the future of our diverse and dynamic workforce across multiple markets.
In this role, you will collaborate closely with executive and senior business leaders to shape and implement organisational and people strategies that align structure, culture, and talent with business priorities. Leveraging a deep understanding of the business, you will drive strategic HR initiatives that enhance performance, engagement, and growth. You will also be accountable for the end-to-end HR delivery across your business units, ensuring seamless execution of people strategies that support both immediate and long-term objectives
Job Outline:
- Business and Strategy Alignment. Contribute to business strategy by defining an appropriate HR strategy, partnering with leaders to identify, prioritise and build organisational capabilities, behaviours, structures and processes. Provide business insights and connections from internal networks, ensure solutions are tailored to address business needs. Support change management as it relates to structures, teams and people through professional project management. Build measures to review the success of change initiatives to validate the business impact.
- Culture and Engagement. Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience. Work with the line to help them understand and seek employee opinions and to anticipate their needs and concerns. Review and benchmark effective channels of communication for the employee group, supporting leaders to improve communication with their people. Facilitate discussions to identify where the employee experience and our value proposition are not aligned and recommend solutions or programmes to promote change improvements. Provide relevant people metrics to support actions and measure effectiveness.
- Leadership Coaching. In conjunction with the relevant Centres of Excellence, equip leaders to facilitate coaching within their teams. Review key business performance targets and their related people implications. Develop ideas and influence the direction setting to align department with corporate values related to people management.
- Talent Development. Define talent needs, and support leaders to forecast and plan their workforce and talent pipeline requirements in line with the function or business strategy. Assist leaders in providing employees with development opportunities that align with current and future business requirements. Partner with colleagues in HR CoEs to deliver tailored solutions for the customer.
- Performance Culture. Define and drive improvements in performance culture in line with corporate principles, work with leaders to translate department strategic goals into meaningful outputs that contribute to business results. Coach and support management teams in their understanding and management of a high performance culture for all employees.
- Strategic Projects. Lead key projects, reviews and initiatives to deliver change and improvements. Review and benchmark the internal and external environment, translating good practice into proposals that are aligned to HR and corporate goals. Contribute to functional and cross-functional initiatives as required. Take ownership as a Business Partner team, working together to make decisions in line with direction provided by senior HR leaders. Acts as organisation ambassadors and HR thought leaders in the external market.
- Attraction and Retention. Partner with HR colleagues and business leaders to adapt packages to meet changing needs. Drive business results through performance improvement and encourage and reward behaviour aligned to company leadership values. Participate in selection activities for senior roles, in collaboration with colleagues in Recruitment, to ensure the right fit for the department and also potential for future needs of the company.
- End-to-end Accountability for HR Service. Provide strategic HR direction and performance reporting to the business unit leadership and management. Create value-adding interactions with HR department resources to meet business needs, effectively engaging HR Shared Services, service delivery teams and Centres of Excellence. Measure and understand success of HR policies and procedures in the business to ensure that concerned CoEs are updated based on business needs.
- Team Leadership & Development. Utilise opportunities to develop and stretch the HR Advisors through supporting / leading projects and initiatives that meet their DPs. Mentor, coach and provide feedback to support their development and align with the future capability needs for HR.
