People Business Partner

CBRE Enterprise EMEA
Job Purpose:
Working as a trusted advisor with the managers from a division and the wider leadership team, this role provides advice and guidance whilst delivering value-add interventions in all areas of HR.

The People Business Partner is responsible for supporting the line managers, and the leadership team in all generalist areas of HR in order to increase line management capability, achieve business objectives, and promote good HR practice throughout the business; whilst ensuring company behaviours and values are fully demonstrated and the company brand is protected.

A key focus of the role is ensuring that the CBRE culture and behaviours are continually reinforced and developed and that line managers are fully equipped and up-skilled to meet the HR aspects of their role.

Key Tasks:

Partnership with People/HR Team in the U.S.

• Dedicated Support and Partner with People/HR Account Team in the U.S. pertaining to matters within the EMEA region.
• Partner on as-needed basis with Managers and Employees who are dedicated to CBRE and the clients employees within the EMEA region/countries.
• Support and Partner with local EMEA country People Business Partners pertaining to CBRE employee matters.

Data Analytics and Data Management

• Support the CBRE clients Dashboard
• The Dashboard is the client account’s initiative to provide real-time data on Active Headcount, New-hires, Terminations, Open Requisitions, Requisition Aging, and completion dates for Background Checks. The successful candidate will provide and manage the Dashboard data for CBRE in EMEA.
• Partner with the CBRE People Business Partners located in the U.S.

Talent Acquisition

• Support Recruitment
• Support and drive the delivery of a talent and succession plan for the contracts ensuring there is an identifiable talent pool in place and these employees are fully enabled to fulfil roles across the account and the wider business. This will feed up into the Divisional Plan.
• Lead initiatives to improve competence and capability of talent across the contracts constantly driving up bench strength across the accounts and Division.

Training & Development

• Work with the business to ensure that performance development plans are in place to build on employees’ current skills, allowing them to fulfil their roles to the best of their ability and to develop in readiness for future roles.
• Support the roll of out of initiatives from the wider CBRE and where applicable deliver your own initiatives to meet the business needs in up-skilling line managers.

Delivering Change

• Provide support and expertise to the team to deliver effective organisational change including integrations, restructures and organisational design. 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 management team and business leaders 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 key people metrics such as turnover and absence and have plans in place to improve these.

Culture & Behaviours

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

Employee Engagement

• Work with the leadership team on initiatives that promote effective communication, senior leadership visibility and any improvements to be made and strengths to build on from the outputs of employee engagement activities.

Human Resources

• Act as counsel to the business in all employee relations matters including disciplinaries, grievances, union discussions and managing absence.
• Hold up-skilling workshops to promote best practice.
• Ensure that managers have the tools and access to advice needed to effectively manage the performance of their employees.
• Identify and mitigate major risks.
• Be visible/easy to contact in order for managers to have easy access to you to assist with employee challenges or concerns (trusted advisor).
• Create a culture of excellence and best practice which is clearly visible through the outputs of the team.
• Produce HR MI for the Division and other ad hoc information
• Translate business and HR MI trends to facilitate sound business decisions and initiatives.
• Assist in the training of all managers in the Company’s People policies and procedures and use of HR tools.
• Act as the employment legal expert and provide timely advice on matters
• Act as a mediation or escalation point in disputes or formal proceedings

TUPE

• Clear understanding of future business requirements providing expertise and advise on relevant TUPE process, legislation ris
• Active involvement in the TUPE Process including presentations, consultation meetings, producing the measures letter, liaising with your counterpart in HR, checking of due diligence and working with the operational teams to ensure employees and the client have a positive experience.
• Advising the admin team on contract production.
• Responsible for dip checking all contracts raised for accuracy

Customer Service Delivery

• Deliver initiatives that drive customer service and demonstrates value add to both our internal partners and external clients.

Person Specification:

• Attention to detail, along with good organizational skills
• Ability to manage multiple tasks in a fast-paced environment
• Confident at working with all levels within the business
• Strong analytical skills, with attention to detail
• Proficient at negotiating and managing conflict
• Proven client service focus, with an ability to resolve issues quickly, with a sense of urgency
• Commercial Awareness
• Strong problem-solving skills
• Ability to network
• Flexible in adapting to constantly changing priorities
• Confident at working independently, with an ability to self-start
• European/EMEA business partnering experience – desirable
• Robust generalist HR business partner experience
• Strong communication with ability to command authority at all levels
• Commercially astute, pragmatic and solution oriented
• Ability to work independently but also a team player
• Outsourcing/M&A and TUPE/ARD
• Experience of working with multinational blue chip companies.