P&C Area Manager- Mid-Atlantic/Southeast (HR Business Partner)

100333BR
Area P&C Manager (HR Business Partner)

Reports into: Head of People & Culture


Key Responsibilities

Functional Expertise
Act as a trusted advisor to the wider Retail Leadership Team and P&C function. Provide strategic and consultative advice and insights on the people agenda, process and best practice across the Area to ensure a consistent and quality delivery of the P&C agenda in country, with particular focus on:

Recruitment

• Work in partnership with the Recruitment and Retail teams to deliver the workforce plan, advising on the selection of individuals for key roles
• Using data insights, work with the P&C Managers on strategic and tactical solutions to address hiring challenges

Learning & Development

• Coach and develop the Area Retail LT with a focus on great leadership and people management skills
• Support the P&C Managers as they work with Store Managers and the Retail Management teams in-store to identify training needs and solutions that enable our people to reach their potential Coach and develop the Store Managers and the Retail Management team to deliver high performance through engaged and developed teams
• Provide professional leadership and development to P&C Managers and their teams to raise the level of functional expertise

Colleague Engagement & Well-being

• Develop and encourage the growth of the Primark Culture, protecting and evolving the Primark DNA
• Call out the great behaviours evidenced to establish role models across the Area
• Support the P&C Managers to interpret the Engagement survey results and coach them to run effective listening groups, challenging them to develop bold but realistic goals
• Assist the stores to embed Global, Country and Regional programmes in support of colleague engagement and well-being

Performance Management (MYP)

• Partner with Retail Leadership to ensure effective running and completion of MYP across the Area; meaningful calibration of ratings; and timely follow-up of resulting development activities
• Provide trusted advice, support and coaching to guide Retail Leaders and P&C Managers through the steps needed to build capability and confidence in performance, providing feedback and delivering difficult conversations

Talent & Succession

• Coach and develop the P&C Managers to share an inspiring and engaging vision that drives the P&C Strategy and Purpose and positively influences the colleague experience, developing people for the future
• Oversee the talent, succession and development agenda for Retail Management in the Area, focusing on maintaining a healthy succession plan for Retail Management roles
• Share insight and best practice from other Areas with the P&C Managers to help them facilitate the calibration and governance of this process in their stores
• Present the output of the talent review process to the Country leadership, building a comprehensive picture of talent across the country
• Create a learning culture and talent pipeline within P&C by role modelling self-development to help build professional experience and technical knowledge in P&C.

Employee Relations

• Responsible for the governance of people policy, process and practice and adherence to regulatory, legal and compliance requirements across the Area/Region
• Coach and develop P&C Manager capability and confidence to allow them to operate as a first point of contact on ER Matters and be an escalation path for issues they cannot resolve
• Liaise with the Central P&C / Employee Relations team and external legal advice as required to resolve complex cases
• Provide insights and coaching to the Store Manager/s and Retail Management team to create and sustain a positive and inclusive culture and progressive ER environment
• Work with the Store Managers and P&C Managers to develop strategies and tactical plans to address any recurring performance themes
• Provide core employment law advice, escalating complex issues where appropriate

Reporting & KPIs

• Monitor the KPIs that most impact the running of the business across the Area and take action as appropriate with insight led decision-making
• Support P&C Managers in tackling issues arising from KPI performance scores
• Communicate with US P&C LT and US Leadership Team insights on people matters that may require country-wide intervention

Business Alignment & Change

• Support the Country Head of P&C and Area Retail LT in aligning P&C activity to the P&C Strategy and Purpose in-store
• Partner and contract effectively with the People & Culture Centres of Expertise and Central P&C team to support locally the implementation of global ways of working, policy and practice
• Share strategies with other P&C Area and Store P&C Managers, and the broader P&C community, to support best practice and leverage learning opportunity
• Lead the delivery of organisational change and act as a champion for change in business projects.
• Take a Global and Country perspective (as well as store) to partner with key stakeholders on the delivery of the people agenda and alignment to the direction set in the P&C Strategy and Purpose
• Use data, insights and research to influence decision making and alignment of P&C priorities to the business Future Amazing strategy

Commercial and Business Impact

• Continuously develop business insight – is an excellent listener to the business, and its needs
• Lead and manage projects with a high degree of complexity, including organisational redesign and other initiatives.
• Deliver against company expectations and policy, ensuring good governance and best practice is in place, compliance with regulations and mitigation of risk to the business
• Identify opportunities for strategic thinking / value add activity that improves business performance through its people
• Use analysis, judgment, subject matter expertise, functional leadership, interpretation skills, in-the-moment reaction and good decision-making to fix the problems we have that relate to our people and prevent us from delivering the Customer Promise
• Provide oversight and review of the administrative aspects of P&C in store adapting where efficiency gains are identified
• Develop and maintain external networks that allow leading edge P&C knowledge and ideas to be shared in the business.

Primark are committed to enabling a diverse and inclusive workplace. Primark is an equal opportunities employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.