Strategic People Focus

Activities

Culture & People Strategy

Responsible for the execution of the Culture & People Plan to ensure that we have the right people, in the right place at the right time, with a workforce that feel engaged and enabled to deliver exceptional performance.

Promotes and foster a culture and environment that is productive, open, empowering, safe and inclusive and coach others to behave and make decisions in line with STADA Values.

Business partnering via stakeholder 121s and attending business meetings to present People updates and capture & address people challenges.

Employee Relations

Ensures employees have a contract of employment with terms and conditions which provide protection to the employee and the business. (Eg appropriate length of probationary period and notice period, restrictive covenants, garden period clauses).

Collaborates with the C&P team to maintain an up-to-date Employee Handbook & Policies/Procedures which are implemented and adhered to by employees – with a review process in place to ensure policies and procedures are up to date and legally compliant.

Delivers a timely expert advisory service across the remit of Culture & People activities to leadership and employees.

Takes prompt action relating to employee issues in accordance with company policy and employment legislation.

Coaching line management to ensure fair and consistent treatment of people.

Implements the company's code of conduct and company policies and procedures for employees to raise issues confidentially and delivers training for line managers on ethics.

Employee Resourcing

Organisation structures are in place and appropriately resourced, identifying and growing talent for the future, with a focus on achieving a diverse UK team.

Deploys a number of internal and external channels for advertising to attract and resource a diverse talent into the organisation via impactful employer branding.

Implements a fair (non-discriminatory) employee selection process by assessing candidate applications as per the criteria of the job description - inviting candidates with the right skills, competencies and behaviours to interview.

Establishes an assessment process for every vacancy - number of interview stages, interviewers per stage, case study presentations, psychometric testing (numerical, verbal, behavioural), on-the-job assessments/assessment centres and 'meet the team' sessions.

Coaching line managers to ensure new recruits are prepared for their onboarding and induction programme.

Employee Development

Implements a company induction programme with prioritised activities to aid the settling in of new recruits, and newly appointed employees into promoted positions and ensure they have the knowledge and support they need to perform their role.

Works with line managers to ensure employee development needs as highlighted by the training needs analysis have training solutions defined to improve employee performance.

Ensure every employee has Learning & Development objectives in place (documented in the appraisal proforma) in accordance with the Learning & Development plan.

Ensure learning objectives are achieved and coaching line managers to ensure their employee’s learning is embedded in the workplace.

Prepare talent development action plans post the OTR to develop future talent and create robust succession plans. 

Performance & Culture

Responsible for embedding a performance management culture which ensures individual SMART objectives are in place and supports the organisation’s mission and strategy.

Coach line managers to ensure employees have agreed individual objectives, reviewed via regular 121s delivering constructive and two-way feedback.

Work in close collaboration with line managers to ensure performance improvement plans are in place and on target for achieving objectives.

Retain and engage employees to deliver exceptional employee performance, through the implementation of a competitive Reward & Recognition strategy.

Implement and communicate monetary and non-monetary rewards to engage and retain employees.

Drive employee engagement to encourage completion and work with the leaders to ensure Pulse Engagement action plans are in place to address hotspots.

Promotes Health & Wellbeing initiatives in accordance with the calendar of activities.

Working closely with communications to ensure a two-way process in place to ensure employees feel informed and can contribute to business topics.