People Partner (Projects & Initiatives) & People Partner

Both People Partners will support the global delivery of People & Culture business partnering services across the organisation, contributing to the effective implementation of the full employee lifecycle and employee relations. The People Partners whilst having a broad and generalist remit will be the 'go to' for our People Projects & Initiatives and Engagement. These will include a variety of programmes including but not limited to, employee engagement, performance management, development programmes, policy drafting & implementing and various HR initiatives. The People Partners will work closely with the Head of People Engagement and other members of the People & Culture team to ensure the smooth execution of People & Culture projects and initiatives and engagement while fostering strong relationships with managers and employees. You will work closely with other People Partners in the team, ensuring that you cover for each other and share key information and advice to support each other in your day-to-day activities You will collaborate closely with both the People & Culture team and the broader business to implement our people strategy as we strive to achieve our mission, this includes close collaboration with our varying committees to support the work they do specifically our employee engagement committee to attain new ways of working and ideas. You will be a trusted advisor, focusing on various stages of the employee lifecycle, ensuring a competitive and supportive experience that sets our talent up for success. Leveraging your expertise, you'll support building capability within the teams and foster the behaviours and values of our Culture Charter, driving our people goals, engagement, and retention. As a growing global organisation the PRI is at exciting phase of its development with an ambitious strategy and equally ambitious workforce. The People and Culture team are at the heart of this and play a key role in enabling the organisation to help execute this strategy. These are pivotal roles, and both partners must demonstrate the ability to build strong relationships with internal stakeholders, drive and embed programmes of work and be trusted partners for their business areas. The roles offer a huge variety of transformative and important work within a People and Culture setting, it's also an opportunity to be a part of a mission driven, purpose led organisation that's leaving a legacy for generations to come.,

• Work closely with the Head of People Engagement in providing HR support to business units, ensuring alignment with the organization's People & Culture strategy and business objectives. Develop a foundational understanding of the business and its people needs.
• Act as a key stakeholder for employee relations, providing first-line support on ER issues such as performance management, disciplinary actions, grievances, and conflict resolution. Assist in conducting investigations, preparing documentation, and ensuring that all ER activities are managed in line with organizational policies and legal requirements.
• Assist in the collection, analysis, and reporting of HR data to support decision-making processes within the business units and People & Culture future projects, including onboarding and exit interview data.
• Build and maintain effective working relationships with managers and employees, becoming a trusted point of contact for HR-related inquiries. Ensure consistent communication with stakeholders, keeping them informed of relevant People & Culture activities and developments.
• Offer guidance on best practices and support stakeholders in achieving fair, consistent resolutions to people-related queries. Ensure these solutions align with organisational policies, minimize risk, enhance performance, and uphold the principles of our Culture Charter.
• Leverage employee feedback, surveys, and analytics to inform decision-making.
• Keep up to date with employment legislation and best practices to ensure compliance across all People & Culture activities. Support the development and implementation of policies and procedures that align with legal requirements and organizational goals.
• Foster an environment where continuous learning and good performance are prioritised.
• Ensure accurate maintenance of HR records and systems.
People Partner 1 - Projects and Initiatives
• Act as a key stakeholder for the organisation and become an expert in our P&C team on our People & Culture projects and initiatives, including a variety of employee engagement, performance management, and development programs.
• You will be planning, executing, monitoring and delivering on most of our People & Culture projects from initiation to closure
• Develop detailed project plans, monitor progress, and ensure effective stakeholder communication throughout the project lifecycle.
• Collaborate with cross-functional teams to ensure timely delivery of projects aligned with our organisational goals and objectives.
• Some projects you can expect to work on are, succession planning, employee engagement, enabling essential skills for people managers, review & appraisals
• You will work closely with the management heads in ten team to ensure alignment and consistency in messaging.
People Partner 2 - Engagement
• Provide expert engagement to strategic HR projects and initiatives so that staff are engaged, and if appropriate the change is delivered successfully.
• Partner with leaders and Head of Engagement to implement strategies that improve employee engagement and create a positive workplace culture
• Ensuring key messages are communicated consistently an encourage two-way communication and feedback
• The role will be responsible for delivering the Employee Engagement Survey and for providing support and mechanisms to help managers and teams act based on feedback received.
• Collaborate with key stakeholders to engage people through aligned values and goals, partner with the Head of Experience ensuring that recognition and reward programmes lead to retention, passion, performance and success in our organisation.
  
  You must be as a minimum level 5 CIPD qualified (Or equivalent) or studying towards as essential
• Proven prior experience in an HR role, in a business partnering environment.
• Excellent written and verbal communication skills, with the ability to engage effectively with stakeholders at all levels.
• Strong analytical and problem-solving abilities, with attention to detail. Experience of data to identify problems and trends, with the ability to recommend proactive solutions and initiatives.
• Ability to draft and implement people related policies and embed them into the organisation
• Highly organised, with the ability to manage multiple priorities and deadlines effectively.
• Pragmatic, compassionate whilst proactive and innovative in providing business-based solutions.
• Experience of leading on multiple projects in a timebound environment, collaborating with different teams across the business areas.
• Strong interpersonal skills with the ability to build productive relationships and work collaboratively within a team.
• A self-starter with a proactive approach to tasks and a willingness to learn and develop.
• A collaborative and consultative approach to working with others, the ability to foster an inclusive working environment.
• Digital capability (IT system skills, Microsoft Office, HRIS) and understanding the value of digital tools in creating an engaging workplace
• Language skills, other than English, are desirable
  
  The PRI is the world's leading proponent of responsible investment. It works to understand the investment implications of environmental, social and governance (ESG) factors and to support its international network of investor signatories in incorporating these factors into their investment and ownership decisions.
The PRI's three distinct capabilities relate to the core elements of the PRI's approach to achieving a sustainable financial system.
• Translate RI (Responsible Investment) thought leadership into insights and practical support that is tailored to what signatories need to progress their RI practice
• Convene our vast network to create opportunities for collaborative action
• Harness our global scale to influence policymakers and regulators to effect system change
  
  The PRI is committed to offering flexibility to our employees, both formal (e.g. part-time work) and informal (e.g. a shift in hours to accommodate caring responsibilities). Please talk to us about how we could make this role flexible for you.
N.B. We reserve the right to close a vacancy before the closing date in the event of an overwhelming response or a change in business priorities.