People & Culture Partner (6 months FTC, Remote)

Colibri Digital; Greater London; Hybrid; GBP 60.000 - 90.000; Vollzeit

Zusammenfassung

Colibri Digital is seeking a remote-first People & Culture Partner to enable managers to create an exceptional employee experience. You’ll advise across the full employee lifecycle, navigate complex ER matters and support change, workforce planning and performance with practical, commercial solutions.

You’ll build trusted relationships, coach managers, and drive policy implementation while balancing operational priorities with longer-term people initiatives in a fast-paced environment.

Qualifikationen

• Experience in an operational/generalist HR role, typically of at least five years.
• Strong employee relations experience with the confidence to manage complex cases independently.
• Comprehensive knowledge of UK employment law.
• Demonstrable experience implementing policies, procedures and organisational change.
• Experience supporting organisational restructures, consultations and TUPE transfers.
• Experience supporting contractor populations and an understanding of contractor compliance and IR35 requirements.
• Experience delivering training sessions and creating learning resources.
• Excellent interpersonal, communication and stakeholder management skills; able to influence at all levels.
• Strong problem-solving skills and the ability to make pragmatic, balanced decisions.
• Comfortable working in a fast-paced environment with changing priorities.
• Comfortable working in a fast-paced environment with changing priorities.

Aufgaben

• Promote and embed our cultural values throughout activities.
• Arrange and attend internal events, communications and training to evangelise our values and culture.
• Identify and implement improvements for diversity, inclusion, work environment and recognition.
• Challenge behaviours not aligned with our people strategy and culture.
• Identify improvements for departments by analysing data and inputs.
• Assist leaders in succession planning and internal promotions.
• Provide pragmatic employment advice and guidance to managers.
• Coach managers to improve performance and conduct, with formal action where required.
• Act as a trusted advisor on employee relations matters including disciplinary and grievance cases.
• Support organisational change initiatives, restructures and TUPE consultations.
• Ensure managers set clear objectives and development plans for teams and individuals.
• Resolve employee questions and complaints and route to appropriate parties.
• Assist with policy implementation, ensuring fairness and compliance with employment law.
• Guide on contractor engagements, including IR35 considerations and contingent workforce needs.
• Support the People agenda with the Head of People and Culture and broader priorities.
• Promote fairness, consistency and an excellent employee experience.

Kenntnisse

Employee relations

UK employment law

Organisational change

Stakeholder management

Performance coaching

People analytics

HR policy implementation

Ambiguity management

Ausbildung

Bachelor's degree in HR or related field

Tools

HRIS

MS Office

Learning management systems

Jobbeschreibung

( Remote first, with occasional travel to London) The People & Culture Partner plays a key role in enabling our managers and leaders to create an environment where our people can do their best work. Partnering with business leaders across your allocated business areas, you'll provide pragmatic, commercially focused people advice across the full employee lifecycle. You'll build trusted relationships with managers, helping them navigate employee relations matters, organisational change, workforce planning and performance, whilst ensuring an exceptional employee experience. This is a varied, fast-paced role requiring someone who is comfortable working in ambiguity, balancing operational priorities with longer-term people initiatives, and providing practical solutions to complex people challenges.

Key Responsibilities

Culture and Communications

• Promote and embed our cultural values throughout all activities.
• Arrange and attend internal events, communications and training to evangelise our core values and desired culture, keeping them at the forefront of our people’s minds.
• Identify and implement improvements for diversity and inclusion, health and happiness, work environment, recognition and communication.
• Challenge behaviours which are not consistent with our people strategy and culture.

Performance Management and Continuous Improvement

• Identify improvements for departments and individuals by analysing data and other inputs.
• Assist our leaders in succession planning to solve single points of failure and to plan internal promotions.
• Provide comprehensive, pragmatic and commercially focused employment advice and best practice guidance to managers, ensuring they are equipped to confidently manage their teams.
• Coach managers and our people to improve performance and conduct, implementing formal action where required.
• Act as a trusted advisor on employee relations matters, including disciplinary, grievance, capability, absence management and performance cases.
• Support organisational change initiatives, restructures and TUPE consultations where required.
• Support managers in ensuring our people have clear and measurable objectives and development plans.
• Resolve employee questions, enquiries and complaints, or direct them to the appropriate parties.
• Support the implementation of People policies and procedures, ensuring fairness, consistency and compliance with employment legislation.
• Partner with Talent Acquisition and Finance to provide guidance on contractor engagements, including contractor compliance, IR35 considerations and contingent workforce requirements.
• Support the delivery of the People Agenda by working alongside the Head of People and Culture to execute objectives that support the wider priorities of the People Function.
• Promote fairness, consistency and an excellent employee experience at every opportunity.

Personal Development

• Coach and advise managers to set meaningful development objectives for their teams and individuals.
• Implement training sessions and development programmes that inspire our people to do their best work.
• Create and deliver engaging learning resources that build management capability and support organisational development.

Skills, Knowledge and Expertise

• Bachelor's degree in a relevant field or substantial equivalent experience.
• Experience in an operational/generalist HR role, typically of at least five years.
• Strong employee relations experience, with the confidence and credibility to manage complex cases independently.
• Comprehensive knowledge of UK employment law.
• Demonstrable experience of implementing policies, procedures and organisational change.
• Experience supporting organisational restructures, consultations and TUPE transfers.
• Experience supporting contractor populations and an understanding of contractor compliance and IR35 requirements.
• Experience of delivering training sessions and creating learning resources.
• Excellent interpersonal, communication and stakeholder management skills, with the ability to influence and challenge constructively at all levels.
• Strong problem-solving skills and the ability to make pragmatic, balanced decisions.
• Comfortable working within a fast-paced environment where priorities can change quickly.

The Ideal Candidate

• Enthusiastic, motivated self-starter.
• Service-driven, with a genuine passion for delivering an excellent experience for managers and employees.
• Pragmatic and solutions-focused, able to balance commercial needs with people considerations.
• Comfortable working in ambiguity and adapting to changing priorities.
• Excellent communication and relationship-building skills.
• Confident reaching out to stakeholders and colleagues to solve problems and understand business needs.
• Comfortable working independently as well as collaboratively within a team.
• Resilient, approachable and able to build trust across all levels of the organisation.
• Happy working in a remote-first environment with occasional travel.

Originally posted on Himalayas