Senior HR Business Partner

Job description

The Senior HR Business Partner will be a trusted partner, working with business leaders to ensure that people policies and practices help us to attract, develop and retain great people, passionate about Dyson. This role manages the SEA markets and will partner the SEA Managing Director and Leadership team. Your role is to develop, champion and drive a people strategy and agenda which will enable successful delivery of the business strategy in SEA Accountabilities: Build a strong and trusted relationship with your business leaders Ensure the people dimension is fully integrated into the business strategies and plans. Ensure strategies are in place to tackle key people risks and challenges over the short and longer term. Work closely with your business to spot opportunities for organizational change or transformation which will improve business performance. Take joint responsibility with the business head to plan and deliver the change. Drive delivery of an effective organization that is fit for purpose. Lead strategic expansion initiatives for the functions you partner with. Coach, challenge and influence senior leadership to develop the organizational capability required to enable delivery of business strategy; anticipate the changing needs of the business and drive the active management and development of talent. Lead the talent agenda for your business, understanding the key talent, their strengths and development needs and actively participate in talent management discussions with the business teams working in partnership with the talent teams. Facilitate the flow of talent through the business. Champion and manage core processes including performance, annual salary reviews and personal development planning and ensure that leaders have the skills and capability to maximize the value of the process. Have a deep understanding of business resourcing plans. Work closely with the local recruitment team, hiring managers and leaders to ensure Dyson recruits the best and hits it’s headcount targets. Take an active role in the budget planning to develop rationale for future years headcount, taking into consideration Organizational Design and future business plans. Ensure management information is up to date and accessible as appropriate including Talent Management information and Succession plans. Contribute to relevant HR KPIs and reports for your business areas. Provide advice, consultancy and counsel on HR policy and practice. Apply relevant and pragmatic judgement to deliver sensible business outcomes leveraging local and group legal advice where necessary. Be an active contributor to wider HR strategy for Fast Growing Markets, understanding the objectives of other HR teams, collaborating with country HR Leaders to ensure consistency with regional requirements and in brokering support for operational issues locally. Share knowledge and best practice. Ensure that everything you do is in line with the overall Dyson HR philosophy. Act as a creative problem solver. Challenge practices if you believe there are better ways of doing things and inspire others to do the same, fixing things that need fixing, identifying solutions. Skills: Extensive generalist HR experience Experience of working as a strategic business partner Has worked within matrix organizations and structures and within a global organization. Experience of working with or within entrepreneurial, engineering, retail or technology organizations would be desirable High level of communication skills both verbal and written Strong Commercial acumen Project management skills Strong relationship building and influencing skills Coaching skills and a passion for developing people Strong business acumen Strong OD skills An understanding of change management both operationally and strategically Dyson is an equal opportunity employer. We know that great minds don’t think alike, and it takes all kinds of minds to make our technology so unique. We welcome applications from all backgrounds and employment decisions are made without regard to race, colour, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other any other dimension of diversity.