HRBP Manager

Purpose Statement

▪ As a key member of the HR leadership team, actively participate in the development and implementation of HR strategy across Spirit Energy. ▪ Leads a team of HR Business Partners who each manage the HR relationship with one or more business areas or functions. ▪ Work with teams, managers and key stakeholders to help build organisation and people capability, and shape and implement effective and consistent people strategies and activities within the organisation. ▪ Sponsors or leads projects/delivery of HR initiatives across the organisation, ensuring commonality and consistency of application.

Role Deliverables and Responsibilities

▪ While performing the role of HRBP for one or more business areas, the HRBP Manager also leads a team of HR Business Partners who each manage the HR relationship with one or more business areas or functions, providing HR solutions to business issues, advising and coaching managers on people policies and practice across multiple HR disciplines. The HRBP Manager supports their team by - o Defining the HRBP relationship with their business areas and within the broader HR team - clarifying roles and responsibilities, management of expectations. o Coach, guide and manage the HRBP team - provide leadership and direction as needed. ▪ Drive a high performing culture by identifying and addressing performance differentiation. This includes partnering with the business to drive the performance management cycle, facilitating performance calibration and proactively addressing underperformance throughout the year. ▪ Strengthen the organisation by coaching leaders to further develop their leadership capability. ▪ Support the organisation with employee relations activities ensuring all actions taken are within policy, best practice and legal guidelines. Ensuring decisions made support the cultural and strategic priorities of the business. ▪ Provide strategic and expert HR advice to business leadership, challenging and questioning as appropriate, acting as employee advocate when required, to get to the root of people and business issues. ▪ Act as a coach to managers and leaders to help them improve their abilities and effectiveness. ▪ Lead projects and HR delivery across the organisation, partnering with the rest of the HR team as required, ensuring commonality and consistency of application, including o Learning needs and development actions. o Engagement survey and subsequent action plan development and delivery. o Annual process roll-out i.e., ARR, Performance Management, etc. o Acting as people workstream lead in business change programs, driving people aspects that will ensure program success e.g., training & development, resourcing, job design, restructuring, etc. ▪ Enable the delivery of a fit-for-purpose resourcing and headcount management process for both permanent and contingent workers, ensuring o Managers and others involved are appropriately trained and understand / execute their roles effectively. o Job / development opportunities are identified for existing employees. o An efficient process that works alongside business workforce planning processes, partners with service providers and delivers a great experience for candidates. o Delivery of a best-in-class onboarding and induction process for external hires. ▪ Manage the contracts and service provided by relevant third-party suppliers including a Resourcing MSP and Learning providers. ▪ Promote engagement across the organisation through regular travel to office, offshore and site locations to meet with both managers and employees.

People Leadership

▪ Establishes and maintains a working culture in line with Spirit's core values. ▪ Is familiar with Spirit Energy's Leadership Expectations - clearly demonstrates their own capability in line with these. ▪ Lives by Spirit Energy's safety principles and is passionate about having an incidentfree workplace. ▪ Builds and leads a high-performing team accountable for team performance and delivery as well as their wellbeing and development. ▪ Leads and instils technical and professional excellence, ensuring capabilities remain in line with industry/discipline/function development and best practice. ▪ Communicates and influences with impact, clarity and conviction, leading effective change and providing regular and appropriate team, business and organisation updates. Consults and listens, taking on ideas, building rapport and enabling effective two-way communication. ▪ Leads the development and management of their workforce and resourcing plan effectively, within the strategic planning cycle, over a medium/long-term time horizon, ensuring employee wellbeing (holidays, working time, etc.) is given due consideration alongside business and cost requirements. Manage shorter-term issues as they arise. ▪ Is familiar with, communicates, supports, applies and adheres to Spirit Energy's people policies and procedures. ▪ Emphasises the importance of environmental, social and governance criteria. Proactively works towards making the organisation socially responsible in all aspects of its business.

Performance Management & Development

▪ Leads the performance management process across their team; is clear on the strategic objectives of the organisation and communicates/clarifies the role their team plays in their delivery; ensures every employee has clear goals and objectives and are provided with continuous feedback in a timely, honest and constructive manner. ▪ Role models and coaches their managers and teams in living the Values, demonstration of high standards of behaviour, performance management and employee development. Sponsors skills, competency and career development, in line with the organisation's policy and process. Encourages development through lateral moves as well as challenging assignments and progression, fostering breadth and depth of skill and competency development.

Equality, Diversity & Inclusion

▪ Recognises bias, conscious or unconscious and actively works to eliminate such bias from their own and others' approach to their work and colleagues. ▪ Actively seeks to encourage and employ diversity in their team and manages an inclusive workplace, bringing alternative perspectives, opinions and thinking to all aspects of their work. ▪ Eliminates the use of everyday language that may leave others feeling excluded or discriminated against. Actively leads and encourages discussion, collaboration and positive actions on inclusion within their teams and amongst peers, which persuades and brings positive change when needed. ▪ Creates equal opportunities for all and treats people equally and with consideration of protected characteristics.

Competencies

▪ Embeds Spirit Energy's Leadership Expectations into their everyday work and interactions, continuously learning and developing these competencies for themselves as well as their teams. ▪ A decisive leader who sets high standards and drives performance - leading through leaders to deliver through their teams. Is agile, flexible, open to challenge and able to challenge appropriately. ▪ Great communication skills that enable knowledge to be shared clearly and unambiguously, influences and persuades in a constructive way, sometimes influencing a change in the course of conversations, to gain agreement and collaboration. ▪ Demonstrable experience in complex and ambiguous situations - able to adopt a calm and composed mentality that promotes proactivity and deals with disagreements, problems and issues in an open and constructive manner. ▪ Leads and promotes organisational change; makes collaborative, high-quality and timely decisions; takes informed risks and learns from failures. ▪ Builds and maintains a professional network, leads and contributes credibly to industry conversations on important issues; seeks to create and maintain good relationships internally and externally across various organisational levels; puts other people at ease and quickly builds rapport. ▪ Leads collaboration across the HR team to develop solutions.

Key Technical Skills

▪ HR Technical Knowledge - depth and breadth of experience and understanding of a number of HR disciplines including Reward, Learning & Development, Employee Relations, Business Partnering/ Relationship Management, HR Operations, Resourcing, etc. ▪ Experience as an HR Business Partner or Trusted Advisor on people issues. ▪ Experience leading and supporting core people and talent processes and practices such as recruitment, talent development, performance management, organisational development and reward. ▪ Commercial acumen - exhibits an understanding of the organisation's business model with the acumen and commerciality that enables delivering HR solutions to people challenges. ▪ Maintains knowledge of legal and regulatory requirements related to day-to-day management of employees, reducing risks and ensuring compliance. ▪ Demonstrated knowledge of current best practices and trends in HR strategy and delivery, across the industry and more broadly within the profession.

Education

▪ Bachelors or Masters degree, or equivalent, in an appropriate discipline ▪ CIPD qualification preferred.

Work Experience

▪ Considerable work experience in a senior HR business partnering/manager role, developing and driving people strategies through business leadership, ideally in different industries or organisations ▪ Experience of leading complex and challenging change programs and initiatives ▪ Direct people management experience.

Mandatory Training required

▪ All Spirit Energy mandatory training as requested, including Compliance training usually provided annually.

Please refer the Job Description and Person Specification on Pipeline for Job Details and Job Dimensions.

Our role in supporting diversity and inclusion
As an international workforce business, we are committed to sourcing personnel that reflects the diversity and values of our client base but also that of Orion Group. We welcome the wide range of experiences and viewpoints that potential workers bring to our business and our clients, including those based on nationality, gender, culture, educational and professional backgrounds, race, ethnicity, sexual orientation, gender identity and expression, disability, and age differences, job classification and religion. In our inclusive workplace, regardless of your employment status as staff or contract, everyone is assured the right of equitable, fair and respectful treatment.