Key Responsibilities 

People Management 

• Act as counsel to the business in all employee relations matters including disciplinaries, grievances and managing absence. 

• Hold up-skilling workshops to promote best practice. 

• Coach and mentor the people managers across the business ensuring they are confident and competent 

TUPE 

• Active involvement in the TUPE Process including presentations, consultation meetings, checking of due diligence, scope discussions 

• Advising the admin team on contract production. 

• Responsible for checking all contracts raised for accuracy. 

• Support and advise managers on any people related issues pre and post contract, active involvement in the bid process 

Delivering Change 

• Provide support to the HR Directorr in delivering effective organisational change

• Be actively involved in developing current and future business opportunities and ensure that the Division has the skill sets to support new sectors and growth.

• Work with the Leadership team as a coach, challenger, contributor and driver of important Divisional decisions.

• Identify and report on the needs of the business (qualitative and quantitative) considering business growth, attrition and risk.

• Translate strategy into actionable programmes, operations or activities.

• Demonstrate positive engagement through HR metrics such as turnover and absence and have plans in place to improve these. 

Culture & Behaviours

• Support the HRD and the business on the delivery of initiatives that constantly reinforces CBRE’s culture and behaviours such as; exceptional journey, induction programmes, exceptional awards, site-based toolbox talks and communication boards. 

• Work with customers to make sure that their culture and CBRE’s culture are constantly demonstrated by on-site staff to deliver exceptional service. 

Employee Engagement 

• Work with the HR Director on communication, improvements to be made and strengths to build on from the outputs of employee engagement activities. 

Human Resources 

• Ensure that managers have the tools and access to advice needed to effectively manage the performance of their employees. 

• Take ownership of complex ER cases, trade union discussions and other areas where HR expertise is required to minimise risk to the Division. 

• Assist in the training of all managers in the Company’s HR policies and procedures and use of HR tools.

• Be visible in order for managers and employees to have easy access to assist with employee challenges or concerns. 

• Act as the employment legal expert and provide timely advice on matters, following-up with managers to make sure their intervention has been successful and to offer any further assistance needed. 

• Act as a mediation or escalation point in disputes or formal proceedings 

• Translate business and HR MI trends to facilitate sound business decisions. 

Person Specification

We are seeking HR professionals with extensive knowledge of HR and Employee Relations who also possess strong commercial awareness and business acumen. CIPD qualifications would be desirable for this role, high volume TUPE experience would be preferred.