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Regional People Manager - Central England

JD GROUP

Bury

On-site

GBP 50,000 - 70,000

Full time

30+ days ago

Job summary

A leading company in the retail sector is seeking a Regional People Manager to drive the People strategy in Central England. The role involves working closely with stakeholders to develop HR initiatives that align with business objectives, ensuring a positive workplace culture while navigating complex HR issues. This opportunity is ideal for an experienced HR professional with a strong background in change management and stakeholder engagement.

Qualifications

  • Current in-depth knowledge of HR legislation and best practices.
  • Proven HR generalist with experience in organizational change.
  • Strong stakeholder management experience.

Responsibilities

  • Develop and implement people strategies aligned with business objectives.
  • Provide guidance on performance management and employee relations.
  • Conduct exit interviews and analyze feedback for improvement.

Skills

Stakeholder management
Data analysis
Change management

Education

Level 5 CIPD qualification or equivalent

Job description

Regional People Manager - Central England

This role will play a pivotal part in executing the Group People strategy in line with commercial objectives set by the business unit. As a key member of the People team, the People Manager will be responsible for providing a proactive service to the JD Brand Retail function. In conjunction with the Senior People Business Partner, the role will lead and support on various projects/working groups, internally and externally to support business objectives, influencing the key stakeholders to ensure the People strategy is reflected in all decisions and actions taken.

Responsibilities:

  • Building trusted relationships with stakeholders and leaders in the business unit to understand and achieve objectives.
  • In conjunction with the Senior People Business Partner, develop and implement People strategies and initiatives aligned with the overall business strategy.
  • Provide guidance on change management, employee relations, performance management, compensation and benefits, policy & process and diversity & inclusion.
  • Support with retention strategies, identifying potential issues and supporting decision making to increase colleague engagement.
  • Coaching, supporting and mentoring line managers to promote a full understanding of Group policies and values in order to promote a positive JD people culture.
  • Provide expert advice on disciplinary, grievance, absence management and performance management cases, working autonomously to manage and resolve a range of complex cases empathetically, conducting thorough and objective investigations and communicate outcomes clearly and articulately with the aim of minimising appeals taking a “hands on” approach where appropriate.
  • Analyse trends and metrics in partnership with senior key stakeholders within the People team to develop solutions
  • Continual professional development, sharing emerging trends to support the development of people strategies.
  • Responsibility for conducting exit interviews, analysing and identifying outputs to identify areas to improve the overall colleague experience.
  • In collaboration with CoE’s analyse the output of annual engagement survey data, to support with departmental people change initiatives.
Competencies:

  • Stakeholder management: Ability to work effectively with others including senior leaders in an environment susceptible to change. Works to build relationships to create a collaborative environment where listening, consulting, and proactively communicating is key.
  • Data analysis: Ability to collect, analyse and interpret numerical, verbal, and other types of people data to inform decision making.
  • Change management: Adapts and responds positively to organisational change and ambiguity, making positive use of the opportunity change management creates.
Skills and Experience:

  • Level 5 CIPD qualification or equivalent.
  • Current in-depth knowledge of HR legislation and best practice procedures.
  • Proven as a HR generalist, having supported with significant organisational change and employee relations cases in a complex business environment.
  • Strong proven experience of stakeholder management
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