HR & L&D Business Partner

POSITION: HR & L&D Business Partner

LOCATION: London

TERM: Permanent

ABOUT 54GROUP:

54 is a sports and entertainment agency operating across five regions and eight offices: United Kingdom (London), Europe (Sotogrande, Spain), MENA (Riyadh, Saudi Arabia & Dubai, United Arab Emirates), APAC (Singapore & Adelaide, Australia) and USA (West Palm Beach, Florida & New York). It works with rights holders, governing bodies, household brands and major investors who share its belief in the power of sport. 54 comprises three service areas each consisting of two divisions: 1. Strategic Advisory (Consultancy and Data & Insights), 2. Asset Optimization (Operations and Commercial), 3. Activation & Engagement (Events and Marketing). At its core, the company has an unwavering belief in embracing the opportunities offered by pushing at the edges of conventional wisdom to turn the improbable into the unignorable.

ROLE OVERVIEW:

Reporting to the HR Director, and as a key member of the HR team, the HR and L&D Business partner will be responsible for providing a pro-active partner service to each department and region to ensure that the people agenda supports the roll out and delivery of business objectives.

KEY ROLES AND RESPONSIBILITIES:

HR Business partnering

• Provide a wide-ranging HR Business Partnering service to line managers and heads of department, ensuring that all managers have the necessary tools and capability to professionally manage themselves and their people.

• Provide strategic and day-to-day support to both the HR Director and Leadership team in the delivery of key projects and departmental KPI’s.

• Provide full end to end support and advice to line managers and heads of department on all ER matters, including but not limited to, probations, performance improvement plans, disciplinary and grievances.

• Support the HR Director in the roll out and implementation of the bi-annual salary and bonus review process. Conducting regular market rate and benchmarking exercises to ensure we remain competitive in the marketplace.

• Support line managers in the roll out of the bi-annual performance development cycle.

• Work closely with regional heads and head of department on team structure and resourcing plans, ensuring these meet the needs and the strategic direction of the business.

• Work closely with the HR Director, and wider business in implementing cultural initiatives that support a high performing workplace culture.

• Work closely with the HR Director to identify areas of D&I initiatives, improvements and commitments that can be rolled out globally.

• Support the HR Director and leadership team on any TUPE, M&A or integration processes.

• Actively support and create Engagement programmes that support workplace engagement and initiatives that support staff satisfaction.

• Create and generate reports and people analytics that provide insight and action planning for both the HR Director and Leadership team.

L&D Partnering

• Create and deliver core skills training programmes across the business.

• Evaluate individual and departmental learning needs that support team and individual growth, as well as delivery against KPIs and company wide projects.

• Design and roll out various learning methods companywide (e.g. coaching, mentoring, job-shadowing, online training)

• Design and deliver full management training courses, for the full lifecycle of management, from entry level to leadership training.

• Assess the success of development plans and help employees make the most of learning opportunities

• Support on the roll out and delivery of entry level graduate and internship programmes.

• Help managers develop their team members through career pathing, and competency frameworks, supporting line managers to have development conversations with their direct reports.

• Track training budgets and course completion.

About You

You will be an experienced HR Business Partner or Advisor, with a proven background in adding value and improving operational efficiencies through people partnering and development. A high level of communication and stakeholder management capabilities with the ability to deliver HR services across multiple regions will be essential for success in this role. Solid experience in a range of ER matters, including a strong understanding of employment law and statutory requirements is a must. Experience of working through change and transformation is also an advantage.

SALARY AND BENEFITS

• Competitive salary
• Annual discretionary bonus – up to 8% (3% Company & 5% Individual.
• 25 days annual leave + public holidays
• Employee Assistance programme
• Private medical
• Pension
• Staff Clothing
• Working hours 9am to 17.30, 1-hour unpaid break for lunch.