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Human resources
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UK
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ENG00028612 Requisition #

ENGIE is a leading energy and services company focused on three key activities: production and supply of energy, services and regeneration. Our 17,000 employees combine these capabilities for the benefit of individuals, businesses and communities throughout the UK & Ireland.


We enable customers to embrace a lower carbon, more efficient and increasingly digital world. Our customers benefit from our energy efficient and smart building solutions, the provision of effective and innovative services, the transformation of neighbourhoods through regeneration projects, and the supply of reliable, flexible and renewable energy.


ENGIE improves lives through better living and working environments. We help to balance performance with responsibility, enabling progress in a harmonious way.


Globally, the ENGIE Group employs 160,000 people worldwide and achieved revenues of €60.6 billion in 2018.


ENGIE are recruiting for a HR Manager to be based at RAF Lakenheath, IP27 9PP. This is a permanent full-time role working 37.5 hours per week. On offer is a competitive salary and benefits package.


General Overview:  


The HR Manager supports Operational Managers in the Business Unit. The responsibilities are wide and range from the delivery of day to day HR and training activities such as dealing with employee relations issues, managing recruitment and selection, identifying training needs, ensuring required training is delivered and coaching the management population, through to supporting the business with any change management initiatives. The HR Manager must engage with both internal and external stakeholders and support the business in retaining and winning new business through driving business excellence, compliance, delivering contractual commitments, managing risk, process improvement and lead on TUPE In/Out activities.



Key Responsibilities


Influencing

  • Influence and inform/coach the management population to ensure that decisions are in line with current employment legislation and/or business requirements. 

  • Engage with the Senior /Management Team in the Business Unit to implement and steer the HR agenda within resourcing, compensation and benefits, ER and L&D. 

  • Develop effective partnering relationships with HR and training teams, operational teams, trade union representatives, clients & customers.


Transformation & Growth

  • Proactively support recruitment of senior operational managers.

  • Using the monthly HR and training statistics for the business, identify trends from this data and support the management of these trends or issues to resolution.

  • Develop opportunities to deliver the social value commitments including apprenticeships, graduates and work experience. 

  • Support the daily performance management skills and competencies of managerial employees, with the target of reducing the amount of formal disciplinary and grievances.

  • Where required provide information on TUPE to the local business development team and attend customer meetings.


Development

  • Support l managers in succession planning and talent management activities.

  • Ensure Succession Plans are organic and reviewed in line with policy.

  • Continued development of current training materials and delivery across the business.

  • With the support of the L&D team develop and implement learning solutions to support the development of employees across the sector including managers based on needs of the business unit.

  • Ensure Managers are trained in the use of One HR (Company’s appraisal system) and other Appraisal systems.

  • Challenge behaviours to ensure our managers and employees are aligned to our company values.

  • Create, review and maintain training materials.

  • Deliver strong, interactive training sessions to employees across the business where required.

  • Conducting skills analysis across the company

  • Evaluating success of training carried out


Engagement

  • Support the Management Team to drive high level of employee engagement in the Region.

  • Promote a culture of colleague engagement, continuous improvement and where required retention/gain of IiP accreditation. 

  • Attend Employee Forums as required, as the HR subject matter expert. Provide information on policy, procedure and where necessary, escalate issues/concerns ensuring they are addressed appropriately, to time and by the right level. 


Compliance

  • Ensure compliance with all people related statutory and company procedures. 

  • Ensure Managers are aware of and work towards the resourcing and payroll processes thereby supporting colleagues in HR Shared Services to ‘get it right first time’ – this will reduce the amount of time and cost to recruit, payroll, process changes and promote a culture where people matter.

  • Produce monthly reports on HR and training matters, including delivery against social value commitments including apprenticeships, graduates and work experience placements. 

  • Oversee the Training to ensure training material is delivered correctly and within company requirements.

  • Ensure that adequate training records are kept and maintained


Employee Relations

  • Provide commercially focused advice and support to managers on all employee relations issues in line with Company procedures including TUPE transfers, re-structures, disciplinary, grievances, and absence management

  • Managing challenging ER cases where cases are complex, escalate to HRBP. 

  • Where appropriate create commercial solutions to tribunal claims and manage relationship with solicitors and ACAS (when approved). 


Assist in ad hoc/national projects with the wider HR team and Group such as job levelling, share options etc

Qualifications or Required Experience: 

  • Graduate or equivalent with generalist HR experience
  • CIPD or equivalent
  • Sound working knowledge of operational HR and training issues
  • Solid understanding of UK HR policies, best practice and UK employment law
  • Experience of training employees in a facilities management environment (desirable) 
  • Experience of developing apprentices and graduates 
  • Proven capability with negotiating and consulting with recognised trade unions in a blue collar environment
  • Sound legislative knowledge
  • Strong relationship/stakeholder management skills
  • Proactive team player but able to act on own initiative and take responsibility as required
  • Emotionally intelligent with demonstrable experience of influencing and challenging Senior Management  


For more information about ENGIE, please visit:

http://www.engie.com/en/candidates-area/


For this role, you must have evidence of the right to work in the UK. There is no re-location package with this job role. ENGIE do not discriminate on the grounds of age, gender, race, colour, religion, disability or sexual orientation, and we welcome applications from all sections of the community.


The ENGIE Resourcing Team supports this job advert. Agency involvement is not required. All related enquiries must come to the resourcing team not direct to ENGIE Managers.


If you are a disabled applicant and meet the minimum outlined in the job description, you will be given the opportunity to demonstrate your abilities at interview.





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