Organisational Development Business Partner

Organisational Development Business Partner.

I am partnering with a growing energy company based in the North West who are looking for an Organisational Development Business Partner to join their team on a permanent basis.

Salary: £50,000 - £60,000 PA plus a competitive benefits package including an annual bonus.

Hybrid working options are available: 3 days in and 2 from home.

Reporting into the Head of Talent.

Role Purpose:

To lead on and deliver an approach to Organisational Development that enables capability development and engenders a high-performance culture across the organisation.

To work collaboratively across directorates to support delivery leadership development, talent development through high quality learning and development solutions. A customer facing business partner to identify, design and deploy organisational development interventions.

To partner with HRBPs and SLT to implement change, coaching, organisational development, deploy performance management processes and learning projects aligned to the People strategy and directorate requirements.

To empower and develop the coaching capability across the organisation working closely with leadership at all levels and business specialists to support business process improvements and a high-performance culture.

Strategy and Policy

• To lead on development and implementation of the leadership development strategy.
• To make recommendations on how the Organisational Design Strategy aligns to the broader people strategy.

Financial Control & Reporting

• To manage the Learning & Development budget, demonstrating ROI through improved performance, retention of talent and improved pulse survey scores.
• To produce monthly reports to SLT and ELT level demonstrating the value of learning in the organisation, talent reviews, diversity and identifying trends and evidencing measures of success.
• To measure success of training through robust evaluation identifying opportunities to continuously improve and align the L&D offer to strategic goals.

Core Organisational Design offer

• Work collaboratively with HRBP team to identify, organisational development needs of the directorates designing, deploying effective interventions through the internal team and outsource partners.
• Deliver Senior Leadership training, talent and coaching programmes delivering a high performance culture circa 40% of the role.
• Lead and deploy the annual performance review processes in collaboration with the HRBP’s and deploy a PMS system.
• Lead and develop the Learning & Development team to deliver high quality corporate induction and  learning interventions to all colleagues
• To lead on and develop the annual training plan in line with strategic people direction, working in partnership the HR Business Partners to deliver business priorities
• To ensure the learning technology platform (Learning Management System) is suitable for an evolving organisation encompassing needs from perspectives of compliance, continuous e-learning, performance management and broader with a lens on the future technological needs of blended learning solutions meets talent management strategy.
• To appropriately source and engage with external training providers where necessary and ensure that all training is designed, managed, and delivered within contractual specifications and leading on the procurement of the same to ensure best value is obtained and costs controlled.
  • Lead on and develop a strategic approach to the use of Psychometric tools and 360 degree feedback to leverage performance, individual/team development and support for Line Managers and teams through a partnered approach.
  • To lead and manage the performance and productivity of the Organisational Development Team through the full training cycle from design to evaluation, ensuring delivery of a quality service to the organisation in line with performance aspirations.
    • To lead the development and implementation of an annual communications plan that raises the profile of learning opportunities across the organisation and has a reach that extends across all directorates and areas demonstrating accessible learning for all colleagues.
    • Lead on and develop a strategic approach to the use of Psychometric tools and 360-degree feedback to leverage performance, individual/team development and support for Line Managers and teams through a partnered approach.

Performance Management, Talent & Culture

• To develop and manage the process for talent and succession planning processes and tools utilising these to assess future talent for Senior Leadership, Wider Leadership Team members, and technical experts, working with the HR Business Partners to satisfy future people plans.
• To benchmark learning and development, succession planning and talent management activities, across the energy sector and other external companies. Identify current trends and innovative approaches which support the business continuous improvement agenda and drive performance of our leadership teams, as agreed by Head of HR Operations.
• To act as process owner for the Further Education (FE) policy, developing a policy and approach that demonstrates the organisation’s commitment to supporting ongoing Education linked to career progression and retention of talent. 
• To lead on the effective management and execution of the FE policy across the organisation working with Academy management and HRBPs to ensure employees are supported whilst simultaneously controlling costs and compliance to policy and procedures.
  • To lead on the design and implementation of embedding a coaching culture across the organisation from ELT to team level. Introducing a step change in people culture leading to long term sustainable high performance and employee engagement.
  • To design and deliver both new and ongoing leadership skills programmes across the organisation in line with company values and priorities.
  • To lead the development of structured vocational and graduate programmes including the supporting the assessment centre selection processes.
  • To lead the development and delivery of ENW’s appraisal/performance review process ensuring this is supportive of a performance culture and fully embeds the behavioural competency framework.
  • To lead the continuous development and application of the competency framework ensuring alignment across all L&D, HR and Performance Management policies and procedures.
  • To facilitate the development of Personal Development Planning (PDP) to support both individual and organisational development and support forward planning of the OD budget.

Corporate Social Responsibility (CSR), Employee Engagement and Projects

• As the business expert engage with and support a number of project groups to provide specialist knowledge, identify and develop bespoke training which supports a high performing culture and transformational change.
• To act as functional lead for STEM and work experience programme across the organisation, co-ordinating activity and managing outcomes that demonstrate positive contributions to the communities we serve and the Diversity and Inclusion agenda.
• To develop and implement a robust work experience programme that aligns with the D&I agenda.  Maximise opportunities to enhance work experience opportunities for families and friends of employees and extend the reach of these opportunities to the schools and colleges of the communities we serve.
• Actively participate in projects and work streams to support the delivery of ENW’s Wellbeing, deiversity & Inclusion strategy.
• To lead the Investors In People Accreditation process

For further information, please contact: Imogen Parr 0161 641 7756 or send your CV to: imogen.parr@morson.com