.. standards of cleanliness, hygiene and presentation throughout the department. To maintain upkeep of the Kitchen departments vehicles’ (vans and buggys). To operate these vehicles safely and according to instructions. HEALTH & SAFETY To fulfil your obligations under food safety management regulations .. read more
From day one, our mission has been to create an independent business with a unique culture – one that is controlled by the people who work for it. Finding the most talented and entrepreneurial people has always been key to our success. People come to Howden for lots of different reasons, but they stay for the same one: our culture. That’s what sets us apart, and why we nurture and retain the best talent in the market. Whatever your priorities – work/life balance, career progression, sustainability, volunteering - you’ll find like-minded people driving change at Howden.Our Human Resources team, work at pace and focus on creating an environment that provides great workplace experiences, nurtures the diversity of thought, and allows the continuous innovation and improvement of organisational performance.As a HR Change Advisor you will apply your expertise to share insightful people data to support strategic decision making and help optimise our M&A processes.We offer the flexibility of remote work, allowing you to contribute from your home location, however attendance in our London office and occasional travel to regional offices is required.Overall purpose of the roleReporting to the M&A HR Business Partner, the HR Change Advisorwill play an integral role in supporting the delivery of M&A activity across the whole of Howden UK&I Retail business. Specifically, the role will be responsible for the tracking and reporting on all M&A HR activity and supporting with all the HR activities for the onboarding of the acquired businesses. This role is about combining your broad HR technical knowledge with a diligent approach to following procedure and tracking progress and a confidence in dealing with senior stakeholders, in order to ensure successful outcomes for our HR M&A activities.Key ResponsibilitiesPlanning, tracking, and reporting on HR M&A activity and progress, across the whole of UK&I retail proposing and implementing improvements and escalating risks where appropriate.Collating and producing management information/reports.Supporting the HR Business Partners with:identifying and documenting due diligence findings and assessing risksimplementing the TUPE process and onboarding new colleaguesdealing with ad hoc queries from internal and external stakeholdersproducing regular and ad hoc management reports and activity updatesengaging, with a wide range of internal and external stakeholders, to ensure the smooth implementation of all HR M&A activitiesPerson Specification Extremely well organised with excellent time management skills and attention to detailComfortable in working with ambiguity in a fast paced environment and with using your own initiative to ensure shifting deadlines and priorities are metApproachable and diplomatic dispositionConfidence to deal with senior stakeholdersCompetent and confident in the use of Excel, SharePoint, PowerPoint and WordQualifications and experienceExperienced in Human Resources or a CIPD qualificationExperience managing senior stakeholders and contract negotiationsProject Management skillsetStrong understanding of HR processes and best practiceAn appreciation and understanding of Irish and UK Employment LegislationOur Culture: People FirstWe’ve travelled far since opening our first office in 1994. Back then we were local experts – based in London, with direct access to the world’s biggest insurance market. We’re still locals, and we still deliver the right advice and the right insurance to our clients. But now, we’re local all over the world. With 15,000 global colleagues and a partner network spanning more than 100 territories, we are the largest independent insurance broker in the world. But our values haven’t changed since day one, when we set out to create a company grounded in:• An employee-ownership model • Aligned external investors• The trust and integrity born of friendship• Expertise• IndependenceOur focus on being a people-first business has always been at the very heart of Howden. Our vision was to create an independent business with a unique culture; one that would survive and thrive as a business controlled by the people working for it. Our employee ownership model sets us apart in the market. It’s created a culture of collaboration and innovation, where we’re driven to think bigger and empowered to challenge convention. Our flat structure and entrepreneurial spirit help us attract the best people and empower them to be the best version of themselves. And when we bring in and nurture great talent, more follows. That makes us better – and that’s better for everyone. Diversity & InclusionAt Howden we consider our people our chief competitive advantage and as such we treat colleagues, candidates, clients, and business partners with equality, fairness and respect, regardless of their age, disability, race, religion or belief, gender, sexual orientation, marital status or family circumstances.Permanent