HR Business PartnerFlo Health

Flo’s success is built on the combined talent of our employees, and we’ve grown quickly. We’ve gone from a couple of hundred people a few years ago, to a multinational business of around 500 people.

This can’t have happened without a superb People and Talent team owning the attraction, retention and motivation of a diverse, international and incredibly driven workforce, from someone’s application right through to them building their career with us.

Our HR Business Partnering team drives the long-term People strategy here at Flo.

On joining us as an HR Business Partner (HRBP), you’ll have an instrumental part to play embedded within one of our departments.

Having been assigned as a key business consultant, you’ll be working extremely closely with the Exec team and their management teams to help implement fantastic, end-to-end People practices across the group, thereby enabling your department and the company to thrive.

Your Experience

Must have:

• Strong experience in HR Business Partnering within a company with mature HRBP practices.
• Demonstrable business acumen developed from working with a product-led, software based consumer technology (B2C) company.
• Ability to analyse and challenge business strategy and develop People processes off the back of that analysis.
• Proven experience in implementing a variety of HR initiatives including those covering: compensation & total reward strategy, organisational design, employment relations, diversity & inclusion, career development, performance management, and employment law.
• Well developed stakeholder and relationship management skills.
• Credibility and influencing skills at senior levels, across functions, and across stakeholder groups.
• A broad change management skill set, combined with the ability to apply project management principles in delivering and supporting organisational change.
• Ability to coach senior leaders and their teams to drive performance and capability improvement within their teams, helping to deliver business strategy.
• Proficient knowledge of HR analytics and its use to impact business decisions, including strong experience using a variety of insight formats, both quantitative and qualitative.

Nice to have:

• Experience of partnering with 100+ headcount departments.
• Experience of working in a globally spread company and  multicultural environment.

What you'll be doing

You'll be responsible to:

• Act as part of the management team for the function with which you’re partnering to help develop business strategy, working as a true consultant getting to the heart of People and business issues.
• Participate fully in business change decisions, anticipating the people issues and ensuring that they are dealt with proactively and effectively.
• Ensure the management population’s voice is heard and that there’s buy-in throughout any change management.  
• Work closely with business leaders in identifying how HR can best support the business to achieve its aims, building relationships across the company, and shaping and executing on the HR delivery plan.
• Bring market intelligence on competitor’s practices and best-in-class People blueprints into the function.
• Support the business leaders in the communication and management of all updates and changes to the organisation following the three ‘C’s: Context, Clarity and Consistency.
• Act as an advocate between business managers and People Ops, in particular to ensure that People policies and processes are aligned to corporate strategy and practical for the business unit to implement.
• Measure the cost and effectiveness of delivered HR solutions and a pipeline of planned interventions.
• Work with Talent Acquisition and FP&A to build your function’s headcount plans and budget forecasts.
• Give feedback and coach your line managers in leadership and people management, upskilling them through applied tools, best practices, frameworks and learning interventions.
• Manage all sensitive or complex HR issues, including Employment Relations processes across relevant jurisdictions (capability procedure, grievance and disciplinary procedure, bullying & harassment policy, EEOC and anti-discrinination policies).
• Champion diversity, equity and inclusion in the workforce.
• Using both quantitative and qualitative data analytics and insights, demonstrate the impact of People practices and interventions.

You'll be targeted on:

As a team, our OKRs revolve around the success of:

• Flo-wide flagship People processes, performance reviews, salary reviews, engagement and pulse surveys, onboarding and lifecycle services and experiences.
• Management capability and upskilling.
• Project delivery being on time and on budget.
• Improvements of key employee engagement scores.
• Functional manager feedback on quality of support.
• Responsive closures of business needs within SLAs and regulatory requirements.
• Efficient Legal and compliance dealings from an employment relation perspective (disciplinary and grievance procedures, conflict mediation, terminations etc.).

#LI-JC1 #LI-Hybrid