Head of HR Business Partnering

In this position you'll develop a detailed understanding of the internal strategic direction and its impact on the people agenda, taking a holistic view of the organisational priorities that impact our people plan or operating model and ensure the partnering team is set up to enable and facilitate the required cross organisational change. You'll be responsible for overseeing the delivery of internal organisational design (OD) projects, ensuring consistency of approach and building the internal capability. You'll be the HR lead for strategically significant pieces of OD work, with a focus on supporting key elements of our organisational strategy over the next 2-3 years. As an active member of the HR leadership team and the COO extended leadership team you'll exemplify our leadership behaviours and organisational values, acting as a role model for the team and contribute to creating our inclusive culture. In a supportive working environment, you'll discover something new every day, whether it's a new connection, a new method of engagement or a talent you never knew you had. You'll also be surrounded by people who are as dedicated to beating cancer as you are. What will be some of the main responsibilities?

• Lead the HR Business Partnering team, setting a clear vision and expectations for the team aligned to the overall HR strategy and plan. Set clear focus areas for the team, effectively managing performance, and supporting development.
• Develop the strategic partnering capability within the team, ensuring consistency of approach and decisions, continuously improving the model in line with external best practice, and organisational priorities.
• Oversee the delivery of organisational design projects, ensuring consistency of approach with a change framework, tools, and templates in place, aligning to the CRUK approach where established.
• Be HR lead for the implementation of strategically significant pieces of OD before, during and after consultation, working closely with change leaders and the two HRDs to ensure the HR partnering team is equipped to facilitate the people change aspects of such programme.
• Holistically consider emerging people priorities across directorates, identifying opportunities for cross organisational collaboration or interventions, encouraging cross organisational learning, and driving effectiveness.
• Alongside the Head of HR Operations, develop strong working relationships with our staff representatives, and particularly our lead staff reps, seeking their views and input into our informal and formal policy positions and other ways of working. Respond constructively to queries and feedback, ensuring the appropriate balance of compromise and holding the line.
• Accountable for working with other members of HRLT to ensure the effective coordination, planning and delivery of annual people activity (eg, talent, performance) to make sure it's sequenced and resourced appropriately with clear communication to the organisation., Each and every one of our employees contributes to our progress and is supporting our work to beat cancer. We think that's impressive.
  
  We have an exciting opportunity for an experienced HR generalist with great leadership skills to join us and lead the HRBP team, developing our strategic and proactive partnering capability and evolving the model in line with external best practice and organisational priorities., Excellent leadership skills with a proven track record of driving a high-performance culture and role modelling excellent behaviours.
• Extensive HR generalist and partnering experience in complex organisations with a developed capability. Chartered CIPD membership is desirable.
• Excellent partnering, influencing and stakeholder management skills with the ability to work collaboratively with peers and colleagues including at a senior level.
• Developed organisational design skills and capability with a proven track record of delivering organisational change.
• Strong written and verbal communication skills with experience of writing papers for consideration by leadership and the gravitas to represent the function at a senior level.
• A strong understanding of the external environment including changes in UK employment law, best practice, and external trends with a proven record of using this understanding to inform the people agenda and generate innovative ideas for improvement.
• Pragmatic with the ability to balance risk and benefit; experience of successfully managing organisational and reputational risk and making difficult decisions when faced with complex or ambiguous situations.
  
  In return, we make sure you are supported by a generous benefits package, a wide range of career and personal development opportunities and high-quality tools, policies and processes to enable you to do your job well.
Our benefits package includes a substantial retirement plan, a generous and flexible leave allowance, discounts on anything from travel to technology, gym membership, and much more. We don't forget people have lives outside of work too and so we actively encourage a flexible working culture. Our work - from funding cutting-edge research to developing public policy - will change the world. It's exciting to be part of our team.