[New Job Opening] HR Business Partner job Vacancy in Aberdeen


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HR Business Partner
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Description : Job Description
Acteon provides a range of industry-leading products and services to support marine and subsea projects for the renewable, nearshore construction and oil and gas sectors across all phases of the lifecycle. We develop and engineer solutions and integrated services using data and knowledge-based insight across our customers’ dynamic floating and fixed physical infrastructure.
Acteon are currently looking for a HR Business Partner/Advisor to join the team on a full-time basis, for a fixed-term period of 10 months.
This role will support multiple parts of the Acteon business, with the bulk of these based in Aberdeen, Scotland. Our ideal candidate will therefore be based in or within easy commuting of Aberdeen, however, we will consider candidates from other locations within the UK, as long as you are able to travel to these sites as required.
The successful candidate is responsible in translating business challenges and opportunities into a People Plan which can be executed either directly, or in collaboration with the relevant HR Specialist(s). Proactive, future looking, strategic and operational, the HR BP directly contributes to the business success through workforce planning as well as organisation design and development.
This role will be the custodian, role model and guardian of the seamlessly Acteon culture and values, ensuring appropriate behaviours are demonstrated and developed at all levels.
Extensive stakeholder management will be required with segment leadership teams, operating company leaders and HR colleagues.
As a strategic partner to the MDs, develop and execute people plans and programmes to meet OpCo needs, in close collaboration with HR colleagues both specialist and generalist
Act as the local interface between HR Specialist(s) and the business, leading the development and implementation of employee recruitment, development, reward and retention programs. Ensure that the centralised specialists stay connected with the business through continued two-way flow of information and insight
Lead and execute HR process improvement initiatives arising from the centralised people programmes to ensure they will fit and add value to the OpCo “customer-focused ISO” approach to HR delivery to the business
Work with the relevant Reward Specialist to co-ordinate the salary planning process, including use of market data research and analysis, providing recommendations for merit increases and bonuses based on regional budgets or specific contract requirements
Work with the L&D and Resourcing specialists to coordinate the performance management and succession processes which include effective use of the software, standardisation, and compliance, ensuring talent management is planned to create sustained solutions to these issues at an individual, team or business level
Utilise KPIs and metrics to provide insights to the business for workforce planning and organisation design and development
Empower, coach, and enable Managers to take full responsibility for the leadership and management of their teams, developing leaders of the future
Quickly respond to requests for help from employees, managers or leaders, coaching where possible such that repeat requests are avoided
Provide advice, support, information and guidance to employees and managers on HR and employee relations issues, ensuring HR policies and management practices comply with regulatory requirements and mitigate legal exposure
Develop strong working relationships with the leaders in the region, identify talent early and provide development opportunities for all employees within or between OpCo’s
Support roll-out and/or ongoing promotion of group initiatives
Support OpCo’s to manage the attraction, acquisition, development, and retention of all employees
Responsible for Company’s Audit readiness by ensuring all HR business procedures, policies and processes are maintained
Work in partnership with local payroll and finance groups to ensure all employment changes are updated and processed in a timely manner
Monitoring and administrating staff changes, keeping APP and personnel files updated and communicating changes with payroll as required as well as assisting with the administration of employee benefits
Ensure the correct issue of all new start paperwork and induction to the Company, all contract amendment documentation and leaver documentation including exit interviews
Ideally the incumbent will have a wealth of experience gained in progressive HR functions at a minimum of Advisor level, where transformational change has been undertaken
This is one of the most strategic roles in the HR team, and high-level intellectual horsepower is needed. This may be demonstrated by either a degree level education or equivalent
Technology is driving this area of HR and the incumbent must be fully proficient with IT combined with a track record of seeking out (and using) new and innovative uses to bring value to the field
To be able to be credible coaching other managers, management experience is preferred
International HR exposure is desirable along with payroll and visa processing
An HR CIPD or occupational psychology qualification is strongly preferred, though not essential
Experience of working effectively without close supervision
Some knowledge of HR management, ideally within the energy sector
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