Senior HR Business Partner
£Competitive + 27 days holiday + Pension + Bonus
Dyson products sell in 75 countries, and it employs nearly 7,000 people globally, over one third of whom are engineers and scientists. 2,500 are based at the HQ and Research and Development centre located in Malmesbury, Wiltshire, UK. The initial research, design and development of Dyson technologies takes place at this campus where the site is undergoing an expansion to double the size of Dyson’s research footprint in the UK, including the recent opening of a new state of the art Innovation and Research Centre as well as a new café and sports centre.
Another 2,500 people bring Dyson’s machines into existence, working on engineering, production and operations based in South East Asia. The face of Dyson is changing rapidly. Three years ago 80% of Dyson’s business was full-sized vacuum cleaners. Today, its digital motor powered cordless vacuums, robots, Airblade hand dryers, bladeless fans, humidifiers, purifiers and heaters are powering its growth around the world. 2015 saw the addition of Jake Dyson Light to the Dyson portfolio, continuing the family line in fundamentally reengineering technologies to work better. And in April 2016 Dyson took arguably its biggest leap yet, revolutionising the world of health and personal care with the launch of the Dyson Supersonic™ Hairdryer.
Dyson’s culture is unique. Dynamic, inventive, technology-obsessed and decidedly un-corporate. The mindset is geared to constant challenge. And a global expansion at Dyson’s pace brings constant challenge. It’s not easy or comfortable, but it’s this way of working that drives performance. Dyson suits people with the courage and resilience to find their own way, spotting opportunities where others don’t, and having the self-belief to persevere where others give up. “Good enough” isn’t good enough. Experiences are more important than experience. And attitude counts as much as aptitude.
- Build a strong and trusted relationship with your RDD Director partners.
- Ensure the people dimension is fully integrated into the business strategies and plans. Highlight to the leadership the people implications of their business objectives and ensure strategies are in place to tackle key people risks and challenges over the short and longer term.
- Work closely with your business Director to spot opportunities for organisational change or transformation which will improve business performance. Take joint responsibility with the business to plan and deliver the change. Drive delivery of an effective organisation that is fit for purpose.
- Coach, challenge and influence senior leadership to develop the organisational capability required to enable delivery of business strategy; anticipate the changing needs of the business and drive the active management and development of talent.
- Lead the talent agenda for your business, understanding the key talent, their strengths and development needs and actively participate in talent management discussions with the business teams working in partnership with the talent teams. Facilitate the flow of talent through the business.
- Champion and manage core processes including performance, annual salary reviews and personal development planning and ensure that leaders have the skills and capability to maximise the value of the process.
- Have a deep understanding of business resourcing plans. Work closely with the local recruitment team, hiring managers and leaders to ensure Dyson recruits the best and hits its headcount targets.
- Take an active role in the budget planning to develop rationale for future years headcount, taking into consideration Organisational Design and future business plans.
- Understand and provide insight into local reward and benefits requirements, working with the Reward Centre of Excellence to ensure that the reward philosophy is clear and appropriate in ensuring our ability to recruit and retain.
- Ensure management information is up to date and accessible as appropriate including Talent Management information and Succession plans.
- Be an active contributor to wider HR strategy for global RDD & Operations, understanding the objectives of other HR teams, collaborating with country HR Leaders to ensure consistency with regional requirements and in brokering support issues locally. Share knowledge and best practice.
- Act as a creative problem solver. Challenge practices if you believe there are better ways of doing things and inspire others to do the same, fixing things that need fixing, identifying solutions.
- Knows how to apply a people agenda to a disruptive business agenda.
- High impact – translating business understanding into actions.
- High impact and influential, listened to. Able to think on your feet, smart.
- A culture shaper and champion.
- Adapt at reading the future and being able to deliver to that, at pace, ahead of the game. Situations change rapidly so resilience and ability to adapt quickly are key.
- Much of what we do hasn’t been done before and applying traditional HR may not always solve the problem. You’ll need to be able to apply disruptive thinking to HR topics to get to the right answer.
- You’ll need to have high emotional intelligence, someone who can read situations well, is relationship agile and savvy.
- Degree qualified
- Strong change and project management skills
- Significant experience in a senior HR role partnering at senior / executive level
- A generalist with experience across a range of HR topics
- Understanding of a mature HR model
- Proven in 2+ companies
- Experience within a smaller / entrepreneurial / innovative/ high-growth environment
- Experience of technology / product / engineering environment
- Premium / high quality products and brands
- Worked within a complex, matrix and global organization
- Collaboration and influencing
- Change leader