The Opportunity

Work with EDF as a HR Business Partner and you will be part of one of the most exciting and challenging projects within EDF, as we continue to lead the rebirth of nuclear in the UK.

 At Hinkley Point C (HPC) we are building two new nuclear reactors (European Pressurised Water Reactor-EPR), the first in a new generation of nuclear power stations in the UK providing low carbon electricity for around six million homes. 

Marking a significant milestone in the revitalisation of our nuclear power industry, HPC will make a major contribution to the UK’s move to reduce carbon emissions. 

Reporting directly to the Head of HR for HPC Operations, you will work in partnership with designated line managers, providing professional advice and direction, commercial HR solutions and operational support to them, and enabling them to implement the business’s agreed people plans to improve business unit or function performance.

The Hinkley Point C construction project is a fast paced, large scale and complex organisation. As such, you will need to be someone who can operate in an ambiguous environment that is under-going constant change. Be responsible for developing and implementing HR processes aligned to the project needs, whilst taking into account EDF’s policies and procedures and considering the context of a major construction project and the transition to an operational plant. 

You will operate as a member of the supporting functions management teams and support the Head of HR in the delivery of professional HR support to the programme and functional leadership teams. Working in close partnership with key stakeholders within the Corporate Functions, People Development and Resourcing Centres of Excellence, HR Shared Services and Business Unit HR Specialists in order to deliver EDF’s people related plans, policies and products to the business they are accountable for.

This is an excellent opportunity for either an experienced HR Business Partner, or someone who is looking for a development opportunity and ready for that next step in their HR career. 

If you would like more information about the role, please contact Laura.Cake@nnb-edfenergy.com with your questions, or to arrange a suitable time for a discussion. Please note that interviews are due to take place on Monday 30th May 2022.

The Role

Reward

•    Optimise the value of our people ensuring value for money and contribution driven pay and reward.

•    Support the Head of HR in delivering annual salary reviews, data capture and Management Information to support with bonus payments, including local incentive schemes ensuring that they are implemented fairly and consistently by line managers.

•    Support the Head of HR to ensure remuneration package details for new appointees in your business area are in line with company policy, processes and procedures.

Learning and Development
•    Conduct regular reviews and prioritise learning and development needs for your business area.

Working in Partnership
•    Work collaboratively with HR colleagues in the Corporate Functions to ensure that line managers receive all the HR transactional, process support, management information, advice and guidance they need to effectively manage their team.
•    As the project transitions to an operational power station, works collaboratively with colleagues across the EDF business to ensure a capable workforce with the required people infrastructure to ensure safe and smooth transition and operation.

Diversity
•    Promote diversity and inclusion as fundamental elements of the company’s culture, highlighting any Business Unit issues and support the implementation of practical solutions within the Business Unit or function.
•    Actively develop and implement approaches to build a diverse and inclusive workforce achieving EDF’s diverse workforce ambition.

Organisation Design and Development
•    Provide line managers with support for delivery of local organisation change initiatives.
•    Support the implementation of companywide change management/business improvement activities, to promote their effective implementation and communication.

Resourcing and Workforce Planning 
•    Ensure workforce plans are kept up to date and relevant for the business priorities of your area, and that all resourcing activity is in line with the needs of workforce plans.
•    Work collaboratively with the Resource Hub to ensure that the business area’s recruitment needs are met in line with the agreed process and Service Level Agreements.

Talent & Succession Planning 
•    Work closely with line managers to identify and manage talent considering the need for mobility across the business and support a sustainable workforce for the future needs of EDF.
•    Work collaboratively with EDF’s Talent and Career managers to support identified talent.

Performance Management
•    Provide line managers with the support and guidance needed to ensure that individual and team performance is effectively managed across your business area.

Employee Relations
•    Support the Head of HR in the local implementation of the ER framework, procedures and management of local ER issues.

Leadership
•    Enable our leaders to drive high performance by coaching and supporting your line managers in a wide range of areas including organisational problem solving, behavioural change, change management, employee development, employee relations and performance management.
•    Develop strong influential relationships with your line managers.

Strategy Deployment
•    Support the implementation of the people plans at the local level.

The Skills

•    Results and outcomes orientated, with a focus on continuous improvement in all areas of their work.
•    Comfortable in complex and ambiguous environments and able to appreciate the relevance of strategic imperatives to day to day HR activity.
•    Proven track record of turning insights into actions in support of business goals.
•    A challenging but positive style, able to influence and challenge line managers and employees/colleagues.
•    Creative yet pragmatic, and able to deliver at pace. 
•    Commercially minded and pragmatic in their application of HR best practice.
•    Able to deliver high quality HR generalist support, including extensive knowledge of appropriate employment law and HR best practices and their pragmatic application. 
•    Able to demonstrate knowledge and understanding in the areas of change and strategic consulting, performance management, reward management, people development, talent management resourcing and ER/engagement. 
•    Able to operate effectively as a member of a wider HR function, building strong and productive relationships within the HR function and across the organisation.
•    Ability to coach line managers and influence as appropriate to ensure successful outcomes. 
•    Strong written and verbal communication skills. 
•    Effective interpersonal skills with the ability to build strong relationship. 
•    Strong Microsoft Office skills and in particular Excel knowledge. 

Qualifications & Experience
•    Graduate/Associate member of CIPD minimum standard or working towar