Commercial People Partner

Location: Based in one of our Key Hub office, Manchester, Leeds, Liverpool, Birmingham, Leicester, Glasgow

Role Objective

sThe Commercial People Partner acts as an advisor to leaders, supporting the Head of Commercial People Partnering in translating their commercial strategies into forward-looking people plans that drive performance, productivity and growt

h.The role leverages workforce insight, data and market intelligence to anticipate risk and opportunity and help ensure the right capability, capacity and cost profile for the future in the part of the business that they partner wi

th.Role Responsibili

tiesBusiness and Workforce Pla

• nningDevelop a good understanding of the given area of the business, its commercial plans and priorities (across the short (0-12 months), medium (12 – 24 months) and longer (+24 months)
• term).Translate business and associated P&C strategies into organisation, role and capability implications for the part of the bu
• sinessIn partnership with the relevant business stakeholders, Head of Commercial People Partnering and Head of P&C, contribute to the development of a relevant and commercially grounded people plan (including a workforce plan) to deliver on the
• aboveBe the voice of business needs and priorities into the P&C fu
• nctionProactively review dashboards, performance data and workforce signals to spot emerging business risks and opportu
• nitiesDevelop proactive interventions where leading indicators signal engagement, capability or capacit

y riskDelivering People Prio

• ritiesImplement, promote, and execute key people related initi
• ativesDeliver and monitor interventions that enhance productivity, engagement and organisational effectiveness in the given part of the bu
• sinessProvide knowledge of business context and needs to Experience teams (e.g. L&D, Reward), supporting development of products and se
• rvicesSupport deployment and adoption of P&C services in relevan
• t areaWork with the Head of Commercial People Partnering and Head of P&C to deliver people related activity relating to business change and reorganis
• ationsParticipate in cross-functional teams to deliver people projects that solve key business chal

lengesAttracting, Retaining & Developing

• TalentLeveraging insight from a workforce plan, work in close partnership with Talent Acquisition to build a good pipeline of talent and enable them to deliver timely and quality fill to vac
• anciesDeliver succession planning and proactive talent management, utilising agreed global frameworks and tools, helping spot high potential colleague, identify retention risks and associated a
• ctionsUse external labour market insight to anticipate talent supply constraints and advise leaders on performance
• issuesAligned with our global DEI strategy, ensure that wellbeing and DE&I considerations are embedded, and act as a strong advocate for our approaches on this within your busines
• s areaContribute to the identification of future skills requirements for the given area of the business, feeding that into the Learning COE and in future workforce

plansSupporting Greater Performanc

• e EdgeEnsure that Being my Best frameworks and performance expectations are understood and embedded, supporting upskilling of management as appro
• priateSupport managers to have the confidence, capability and mindset to manage underperfo
• rmancePlay your part in helping build a culture of everyday feedback to support performance
• goalsEnsure timely and effective resolution of employee relations issues, escalating the most complex cases to the Head of Commercial People Part

neringEnhancing Culture & Enga

• gementEnsure clear understanding of current levels of engagement and key areas for improvement within the given business area, leveraging Your Voice data, local colleague listeni
• ng etcWork with the relevant business leaders to create and oversee delivery of engagement action
• plansFeed insight on engagement issues and opportunities into the wider P&C com
• munityBe fully aligned with the cultural evolution journey Hays is on and seek to reflect that in plans, delivery, and how behaviours are recognised and challenged within the stakeholder group and P

&CKnowledge, Qualifications & Expe

• rienceCredible People business partnering experience, with a track record in contributing to and delivering on people and workforc
• e plansExperience in succession planning with senior stakeholders with a focus on action and d
• eliveryA good understanding of employee engagement and track record in supporting business teams to deliver impro
• vementsExperience in delivery of talent and performance management within busines
• s teamsExperience in employee relations and delivery of organisation
• designComfortable with analysing data, identifying trends and making appropriate recommen
• dationsAn advocate for equity, diversity, inclusion and wellbeing with experience of embedding these within business p

lanningSkills and Comp

• etenciesAble to effectively manage and influence stakeholders at a
• ll levelsPragmatic: able to deliver guidance in a fast paced, complex environment, and communicates clearly and openly to win support and challenge business
• leaders.Commercially focused; able to deliver commercial solutions which also fit People good practice requirements and demonstrate excellent executi
• on skillsHighly organised, can work under pressure and to
• deadlinesAble to problem solve and challenge t
• he ‘norm’Demonstrates behaviours that support and reflect the Hays valued b
• ehavioursCollaborative with an appreciation of global/ lo
• cal needsGood attention
• to detailComplete discretion and confid
• entialityAble to prioritise and maintain focus on goals that have the biggest impact to business pe
• rformanceAbility to spot issues and identify solutions independently before they become a blocker, and escalate appropriately where
• relevantCurious and creative, able to look for new ways to do things to drive performance and success both inside and outside of your immediate respo

nsibility…