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The Estée Lauder Companies - HR Partner, Retail - Maternity Cover

Country : United Kingdom United Kingdom

Region : London

County : Greater London

Town : London

Category : Human Resources

Contract type : Permanent

Availability : Full time

Job description

Position Summary

The HR Business Partner, Corporate/Retail will provide comprehensive, commercial HR support across all brands for corporate employees, to accelerate the delivery of strategic projects and priorities within the UK & Ireland, in line with business objectives.

Key Responsibilities

You will play an important role in facilitating and leading strategic change for corporate branded teams/corporate field teams and teams at POS. Provide effective business partnering to leadership teams and key stakeholders.

- Diagnose business needs and, through partnership with the senior business leaders, support and drive the performance of the business through an in-depth understanding of the brands and people.

- Play a pivotal role in coaching, facilitating, leading and supporting effective and seamless delivery of key people related matters that drive the onward performance of ELC strategy.

- Be a strong operational partner who fully understands all aspects of their client group.

- Work independently, with high skill and integrity; taking a hands-on approach interfacing with employees, managers and senior business leaders where appropriate.

- Influencing senior relationships, setting priorities and plans and using 121 meetings to develop thought processes, critical thinking and independence of action within the people leadership space.

- Play an important role in facilitating and leading strategic change for corporate branded teams/corporate field teams and retail POS employees.

- Work in collaboration with ELT - 1 and other senior leaders in their teams; providing support, coaching and challenge to deliver actions that drive people and organisation performance, including development of their own leadership.

- Provide tangible, credible advice to key stakeholders, ensuring the cascade of best practice and compliance with Company processes

- Partner with F2A team, and all members of the HR Functions to support and implement key HR/Business projects across the region

- Support and lead the process mapping current HR/business processes to determine key improvements, efficiencies and business benefits.

- Working in partnership with L&D and the Talent and Leadership teams to devise and deliver HR workshops to up skill corporate branded teams/corporate field teams.

Talent Acquisition and Talent Development

- Support and drive the evolution of the Brand Structures; highlighting the implications of proposed reorganisations, ensuring plans are in place to tackle any agreed risks, challenges and opportunities over the short and long term.

- Working in partnership with the Talent team support and define recruitment activities to ensure the quality of hires are building our teams in terms of sales, marketing, digital and commercial capabilities; ensuring teams are recruiting for the future as well as the now.

- Play a critical role in delivering the HR plan for the stakeholders, by working closely with senior leaders to provide pragmatic, commercial and employee-focused coaching advice and support to a client group of senior leaders with direct reporting lines to General Managers/Brand Managers.

- Proactively identify people related opportunities that have positive environmental and operational impact and then working with stakeholders to co-create solutions.

- Lead and Support functional/sales leads to establish people plans: identifying talent, providing guidance/recommendations for internal moves, retaining talent and career progression.

- Working with the Talent team provide the framework and facilitate talent moves and succession, both within the UK based team and across UK & I Region, TR and Jo Malone global talent pools. Ensure key roles are resourced with great talent, future leaders developed, career paths/aspirations supported, and succession/capability risks understood and managed.

- Support and drive the building of reliable, local succession pipelines that are diverse and relevant, contribute to the development of talent pools outside immediate area and work with the talent team to acquire talent.

- Lead and support and coach line managers through the recruitment process, R planning and development of their team where needed

- Support the corporate branded teams/corporate field teams by partnering with L&D to design, develop and deliver training programmes, as and when required.

- Working with L&D to develop and deploy a learning and development plan for corporate branded teams/corporate field teams that is fully aligned to the present and future performance needs and which ensures the business has the capabilities available to meet it's business plan.

- Work with L&D to align MindGym sessions to strategic pillars to ensure we have the capability within our branded teams.

- Regular review of content of Company Welcome Events to ensure content is relevant and supporting the success of new starters.

- Ensure strong delivery of Welcome Events and that the Corporate onboarding process is delivered regularly.

- Ensure that the branded teams have access to the UK L&D programmes and drive usage of LinkedIn learning, apprenticeships and MindGym sessions.

- Develop and champion high-performance culture across the function. Coach, influence, up-skill and encourage senior leaders to provide clear direction, and line managers to provide continuous goal clarity, feedback and development.

Employee Engagement

- Maintain a pulse on employee engagement through participation in leadership meetings and ongoing dialogue with managers and employees.

- Support the UK Brand teams in creating, driving and implementing action plans from ELC listens survey results and any other engagement data

- Support and own the delivery of change programmes, including re-organisation and re-alignment, in line with business strategy.

Employee Relations and Performance Management

- Ensure adherence to policies and processes to support a fair, positive and productive work environment. Make suggestions for amendments to the ER Manager where appropriate.

- Manage employee relations issues appropriately in partnership with the UK Region employee relations team.

- Take responsibility for complex or sensitive cases

- Coach, direct and support line managers to effectively manage the performance of their teams.

- Provide advice and guidance to line managers to support the development or exit of under performers.

- Ensure the consistent application of all Company performance management processes.

Remuneration & Benefits

- Support and advise managers in annual pay and bonus review process, ensuring compliance with budgetary constraints throughout.

- Working closely with the Reward team to support the consistent application of Global Grading and Salary Benchmarking for all roles within the Brands.

- Support key stakeholders in the education and understanding of DBU's and Fiscal Bonus calculations, thereby supporting the accuracy of the annual bonus payments

- Retail POS: Work with the Reward team to regularly review and support the annual pay review process for Retail POS employees.

Policy and Process Development

- Ensure effective communication to business of existing/new policy and promote best practice

- Demonstrate a solid understanding of local employment legislation and policies

Change leadership

- Support/oversee/lead transformation, restructuring or change projects as needed.

- Spot opportunities, review and reshape how the brands are set up and operate, to support their growth and increasing global effectiveness at sensible costs.

Job: Human Resources

Primary Location: GB-ENG-London

Job Type: Standard

Schedule: Full-time

Shift: 1st (Day) Shift

Job Number: 227157

Estee Lauder Companies is an equal opportunities employer. We positively encourage applications from suitably qualified and eligible candidates regardless of sex, race, disability, age, sexual orientation, gender reassignment, religion or belief, marital status, or pregnancy and maternity.
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