Employment Management Solutions Ltd.


As a key manager to recognize and respond to the needs of the organization to advance the business objectives.

The ability to be an effective business partner that helps drive and improve business performance is key.

Ability to confidently operate across a multitude of areas including organizational development, workforce planning, staffing, employee relations, performance management, coaching, organizational learning and development, teambuilding, change management, succession planning, and managing within the law.

  • Partner business leaders in driving organisational strategies and needs
  • Translating business strategies into appropriate HR actions
  • Influence the respective business units overall strategic people direction
  • Diagnosing organisational effectiveness and implementing solutions
  • Partnering with CoE's to ensure the People plans and business Strategies are delivered effectively and business improvements proactively realized and issues quickly course corrected
  • Ensure retention of the best people by working with business stakeholders to create a positive working culture and environment which improves team and individual engagement levels
  • Work with the L&D team to develop and deliver business specific programs that facilitate improved employee experience such as on boarding and drive faster ramp up times
  • Drive performance manager philosophy and good practice at all levels and influence the business stakeholders to drive an improvement in capability
  • Coaching business leaders on leading and managing their organizations effectively •Providing consultation at all levels of the organization
  • Continually provide focused, Innovative and well thought through solutions that that are fit for purpose
  • Handling complex employee-relations issues from end-to-end
  • Ensuring compliance with employment laws assisting in the creation of and adherence to policies and procedures
  • Work closely with European and US HR colleagues to provide cohesive HR support across all territories
  • Work strategically and tactically with line managers to develop their capability and understanding to deal effectively with their own employee relation issues with the aim of them becoming self sufficient
  • Liaise effectively with operational HR teams in relevant jurisdiction to ensure that they are informed and can properly manage cases with minimal risk and exposure
  • Partner with recruitment to ensure the appropriate workforce planning is delivered to improve timely availability of talent in the business
  • Work closely with the Recruitment team, coach and develop line Managers to recruit and select the best calibre people to work in the right roles, or participants in interview loops as necessary
  • Drive a structured reward mentality through the business via coaching and input into all key compensation decisions and lead support and delivery of any business specific compensation philosophy projects i.e. sales incentive schemes
  • Execute and Coordinate annual and mid-year review process and annual bonus and salary review programs
  • Give advice on remuneration and support the merit process in order to achieve internal and external equity and internal compliance against budgetary and performance-related criteria
  • Knowing your business, its people, their capabilities and the competition and offer sound judgement on decisions that relate to them
  • Effectively facilitating performance and development planning and reviews
  • Guiding succession and talent planning agendas
  • Accessing business specific or cross line of business development opportunities
  • Be the facilitator of improvement processes concerning team performance, organizational redesign, change management and internal communication. Work with the business to identify problems, hold the necessary meetings and help the business to achieve the desired state
  • With the assistance from internal or external partners design, develop and deliver facilitate team build events for teams
  • Manage annual employee survey and coordinate results analysis, feedback and action planning for future improvements
  • In conjunction with the business, develop a communication strategy to deploy the vision through the provision of appropriate team building and change management actions
  • Promote the HR service through the appropriate communication of key achievements and successes
  • Develop a culture of feedback which will enable ongoing improvement of the HR service and ensure a consistently high quality of service delivery