The role holder will be responsible forproviding analysis, advice and insight that will have an impact onbusiness performance.
share information andwork with other talent functions as needed to adapt to any changesPartner with Business in the planning and delivery of large-scaleredundancies / restructures, mergers & acquisitions Strategicpartnering Build and maintain influential relationships withbusiness leaders, working closely with them to co-develop solutionsto meet their business needs.
Develop strong relationships withother Region, Area and Global talent functions, both from a SL andCoE perspective, leveraging and supporting to drive talentsolutions / initiatives from other talent functions Drive forconsistency and simplification of SL talent activities and adoptionof global processes - challenge the need for differentiation butenable it where it drives value and is cost-effective Use dataprovided by technology and / or HR Services to provide insights tobusiness (e.
g. retention hotspots, capability gaps, excessive useof overtime etc.) Maintain a strong understanding of key businessand financial drivers that determine SL / BU success Escalation pointfor high risk ER cases, working closely with Operational Teams toresolve matters Influencing Culture Change Champion and drivechange within a specific client group, embedding behavioural changeto align with talent priorities (e.
advise the business on cultivating aninclusive and flexible work environment that values diversity,working with Talent Consultants to deliver and drive these in theSL Challenge and coach local Leadership to drive change and supportthe implementation and successful adoption of projects andinitiatives on the Region or Area / Global Talent agenda Monitor theeffectiveness of change initiatives, taking appropriate actionRemain aware of HR trends to inform decision making and build casefor change Talent Management Advise and guide the business on thekey behaviours, practices andsolutions