Acteon provides a range of industry-leading products and services to support marine and subsea projects for the renewable, nearshore construction and oil and gas sectors across all phases of the lifecycle. We develop and engineer solutions and integrated services using data and knowledge-based insight across our customers' dynamic floating and fixed physical infrastructure.
Acteon is currently looking for an enthusiastic and engaging HR Business Partner to join the Acteon Team on a full time, permanent basis.
The successful candidate will translate business challenges and opportunities into a People Plan which can be executed either directly, or in collaboration with the relevant HR Specialist(s). Proactive, future looking, strategic and operational, the HR BP directly contributes to the business success through workforce planning as well as organisation design and development.
You will be the custodian, role model and guardian of a seamlessly approach to Acteon culture and values, ensuring appropriate behaviours are demonstrated and developed at all levels.
Extensive stakeholder management will be required with EMT members, Group Functional Leads and Business Unit General Manager together with the HR BP Community/HR Specialists.
Our ideal candidate will be based in on London office on St Mary Axe on a hybrid basis.
Duties/Responsibilities
- As a strategic partner to the EMT/Functional Leads, develop and execute people plans and programmes to meet short- and longer-term operational needs which are aligned at all times to the One Acteon philosophy
- Act as the interface between HR Specialist(s) and the business, steering the development and implementation of employee recruitment, development, reward and retention programmes
- Ensure that the centralised specialists stay connected with the business through continued two-way flow of information and insight
- Lead and execute HR process improvement initiatives arising from the centralised people programmes ensuring they fit and add value to the to the function/business unit and overall Group strategy
- Work with the Reward Specialist to facilitate the annual salary planning process, maintaining an awareness of market data research and analysis in relation to the functions/business unit. In close liaison with the Functional Leads/Business Unit GM, provide recommendations for merit increases and bonuses based on regional budgets/specific contract requirements or interim alignment requirements eg flight risk/legal compliance anomalies
- Work with the L&D specialists to coordinate the performance management and succession processes which include effective use of the software, standardisation, and compliance, ensuring talent management is planned to create sustained solutions to these issues at an individual, team or business level
- In collaboration with the HR BP community, utilise KPIs and metrics to provide insights to the business for workforce planning and organisation design and development
- Empower, coach, and enable Managers to take full responsibility for the leadership and management of their teams, developing leaders of the future whilst ensuring a fair and equitable day to day approach is maintained
- Proactively respond to requests for help from employees, managers or leaders, providing coaching to ensure they are fully equipped, able to confidently manage or avoid any repeat situations
- Provide advice, support, information and guidance to employees and managers on HR and employee relations issues, ensuring HR policies and management practices are aligned to the harmonised HR group policies whilst complying with regulatory requirements, mitigating legal exposure from all angles at all opportunities
- Develop strong working relationships with the leaders across the Group functions/Business Unit, identify talent early and work with the relevant Manager to optimise developmental opportunities both cross functionally and across the Group Companies as applicable
- Support roll-out and/or ongoing promotion of group initiatives
- Support the Division to manage the attraction, acquisition, development, and retention of all employees
- Responsible for Company's Audit readiness by ensuring all HR business procedures, policies and processes are maintained
- Work in partnership with local payroll and finance groups to ensure all employment changes are updated and processed in a timely manner
- Monitoring and administrating staff changes, keeping APP and personnel files updated and communicating changes with payroll as required as well as assisting with the administration of employee benefits
Requirements
- Wealth of experience gained in progressive HR functions, where transformational change has been undertaken
- Experience working with C-suite/Senior International Executives
- Experienced in managing immigration/visa processes
- This is one of the most strategic roles in the HR team, and high-level intellectual horsepower is needed. This may be demonstrated by either a degree level education or equivalent
- Technology is driving this area of HR and the incumbent must be fully proficient with IT combined with a track record of seeking out (and using) new and innovative uses to bring value to the field
- To be able to be credible coaching other managers, management experience is preferred
- CIPD or occupational psychology qualification is strongly preferred, though not essential
- Experience of working effectively without close supervision
- Knowledge and experience of HR management, ideally within the energy sector
