You’ll be joining a business that, if you’re in the logistics space, is probably considered a household name and you will be partnering with one of their biggest clients (this one’s an actual household name… to everyone, including your mum, dad, brother, niece, and nephew) – so it’s a great move for the CV.
You’ll be managing a small team of HR Managers and will partner the Operations Director for the contract, occupying a heavily customer facing role. You’ll work closely with the client to ensure that the people agenda supports the business objectives, while ensuring that the employee offering is consistent with the wider business and to ensure that your team delivers the high-level service that helped secure the recent contract renewal.
You will be responsible for overseeing the HR delivery across 6 sites (the furthest north will take you over the Scottish border and the furthest south will see you exploring the Cotswolds), spanning roughly 2500 employees across warehousing and transport. While the day-to-day HR requirements are managed locally by the HR Managers (with the support of the centralised teams), your role will be to deliver key projects and focus on the high value, high importance items – some of which will be cyclical events such as annual pay negotiations, but others which will be a part of the wider HR or business strategy such as national talent management projects or large change projects. Broadly speaking though, your core workload will focus on stakeholder and team management and ensuring the delivery of staple HR initiatives across talent, performance, and engagement, while parachuting in as an escalation point for highly complex employee relations matters.
You’ll be a key influencer with the client and trade union and will work closely with the wider HR team to ensure up to date HR metrics are available for key reporting schedules.
But where do you go when you start to think about your next move in couple of years?
You’ll probably move on upwards into a true strategic BP role for the business. Having seen continued growth over recent years and with the anticipated further growth over the coming years it is expected that you’ll be moving on to something bigger when the time comes that the business needs someone to step up. And this isn’t one of those times where we talk about succession, but it hinges upon someone leaving – opportunities for progression will come up and the business already has a strong track record of delivering promotions, secondments, and career development within the HR function.
What do you need to have for our client to consider you for this role?
From a practical point of view, you need to be comfortable occupying a role which will primarily be on the road – where and when will be dictated by the needs of the business and how you see fit to manage your own diary but, over the course of time, the demands of each site will vary and therefore your travel requirements will shift - flexibility and understanding of the commitments to such a role are essential. You will be a strong generalist but will be grounded in ER & change and have had some experience of working with trade unions. A positive, relationship driven approach to work is key to be successful in this role so you’ll need to be able to evidence a similar approach in the past – experience working in a 3rd party environment where you’ve had some client facing responsibility and/or in a logistics/transport environment is likely to give you a big leg up in hitting the ground running for this role, as such our client is ideally looking for candidates with such a background. Usual bits like being degree qualified and CIPD qualified would be great too.