HR Business Partner

Date: 19-Jan-2023

Location: Rugby, GB, CV21 1HA GB

Company: Britvic



Hybrid role - working from home and our Rugby factory.
At Britvic we’re on a journey to become the most dynamic soft drinks company. As one of the UK’s leading players in the FMCG market we pride ourselves on setting high standards, being courageous and pushing ourselves to think outside the bottle.
We offer consumers a range of family favourite and global premium brands such as Robinsons, Tango, J20, R Whites & London Essence. We exist to help people enjoy life’s everyday moments.
About the role:
Working with the Head of HR, the HR Business Partner will play a vital role in delivering the key elements of the HR annual operating plan (AOP) to enable the success of the organisation.  The HR Business Partner will partner with our Rugby Factory and will lead the execution of core cyclical processes such as calibration, performance, talent, annual salary review and engagement, they will also have the opportunity to lead and support key HR projects across Supply Chain.
Key Responsibilities:
  • Core People Processes
  • Working in partnership with the HR Specialist functions the HR Business Partner will lead and optimise the delivery of our core people processes across the business, e.g. talent review, performance, engagement, reward, etc
  • Taking the great insight gained from our core processes and turning this into appropriate HR strategies to enhance the capability, engagement, performance and culture of the organisation.
Delivery of HR AOP and Strategy
  • Line up behind the HR annual operating plan (AOP) and Strategy to ensure we are driving the change that Team HR is leading for.
  • Partner with the HRD/appropriate specialist functions within HR to provide business insight to inform the plan and strategy.
  • Work with key stakeholders to implement our key HR initiatives, holding them to account for role modelling the right behaviours, ways of working, high performance and adoption of HR processes that enable us to deliver as One Britvic in a simpler, more accountable and efficient way.

Organisation Development and Change

  • Act as a catalyst and guide for any required change management strategies, providing coaching on their translation into talent, capability, resource and culture plans
  • Support change implementation planning including impact assessment, change planning and business readiness assessments.
  • Orchestrate the delivery of required change activities such as, organisation design and implementation, capability development, cultural & behavioural changes and engagement plans
  • Work with the project sponsors/HRD’s to identify required cultural changes and implement relevant programmes to support the evolution of the current culture
  • Manage the required employee engagement activities to ensure the change is successfully embedded across the relevant teams/function
Talent Management
  • Talent reviews - Identify and embed the right talent interventions required to attract, develop and retain talent across the relevant geographies/functions. Coach others on the application of performance frameworks, succession planning strategies and reward processes ensuring consistency of application and interpretation. Play a key role in the design and embedding of Talent Forums, aligning of myPerformance of principles and challenging where necessary to drive consistent calibration.
Performance Management
  • Work in partnership with the HRD’s to drive a high-performance culture by challenging management teams to appropriately apply a breadth of performance and development principles and tools when making people planning decisions and strategies. Diagnose root cause of performance issues and embed required changes to address.  Ensure the HR Operating model is adopted by the business to pick up and resolve any people performance issues.
Capability & development 
  • Work in partnership with the Talent and Development team to work through business capability needs to find solutions and interventions as appropriate.
Employee Engagement
  • Build employee engagement, supporting the business in the interpretation of and action planning around our aspiration to be ‘An inspiring place to work’.
Team & Leadership Effectiveness
  • Identify and address leadership team development needs at both a team and individual level. Play a key role in the coaching of team members and help identify and commission other development interventions to support increased capability
  • Lead management teams to display role model leadership behaviour through embedding feedback and coaching relationships
Team HR
  • Work as a connected HR delivery team to drive forward collectively our key HR processes and deliverables in a consistent and inspirational way.
  • Support the wider HR Team by sharing insight, knowledge and experiences.  Where appropriate, coach HRS colleagues to deliver great outcomes and ensure company-wide adoption of the HR Operating model.
  • Contribute to the HR Delivery community group and Delivery Forum to ensure our thinking and practices are best in class and forward thinking.
Experience Required:
  • Experience and understanding of: HR planning, talent management including succession planning and resource strategies and performance management.
  • Previous experience of Partnering with Supply Chain/FMCG would be desirable and good understanding of factory environment.
  • Organisational Development and Change Management – Experience of managing and delivering organisation change including organisational design, process re-engineering, behavioural and cultural Change programmes.
  • Learning and development experience covering facilitation of workshop solutions, an understanding of learning and development principles and the ability to build a clear programme from diagnosis of needs through to implementation of solutions.
  • Stakeholder Management – experience of developing strong relationships and managing challenging conversations
  • Policy understanding: Awareness of critical current and emerging employment legislation requirements
Key Behaviours:
Stronger Together:
  • Building relationship with internal customers – challenging and commercial
  • Influencing senior stakeholders – inspiring and coaching
Act with Pace
  • Managing complex and diverse workload
  • Proactive diagnosis and resolution
Own it
  • Taking ownership and accountability
  • Effective planning of a people agenda
  • Managing competing priorities effectively
  • CIPD qualified desired.
We believe we are stronger together and that’s why we’re committed to providing equal opportunities to all applicants and employees. We know that by building a truly inclusive environment where everyone feels celebrated, safe and respected - diversity and wellbeing will naturally thrive