At McLaren, our mission is to set the standard for high performance in sport. And everyone, in every part of the team, has a role to play. So if you want to test your ideas with the world watching... And measure your progress in milliseconds... And play your part in racing history... You belong here. High performance starts with you.
Purpose of the Role:
As Senior Specialist, People Partner, you’ll join us to support the team on our high-performance journey, providing exceptional HR service across the F1 function of McLaren Racing Limited (‘MRL’): delivering a progressive people agenda, helping to support the delivery of long-term business planning, and developing – as well as providing – HR solutions to ensure a great employee experience. You will collaboratively craft the People Strategy with your senior leaders to help take our People Partnering to the next level.
You will be the first point of call for senior managers in departments across our F1 Operations function but may also support other areas at MRL when required. You will be confident in providing tailored, operational advice and support, and rolling out agreed initiatives. As a confident HR practitioner, you will be able to act as a sounding board, provide key solutions as well as build and foster strong working relationships – being an integral part of the teams you support.
Role Dimensions:
As a People & Culture team, we are on a journey to become a World Championship contending race team - by making sure we also become a world leading employer.
You’ll be collaborating widely across the People & Culture team. You’ll quickly discover it’s a pro-active team that thrives on working at pace, with agility and delivering meaningful change for McLaren Racing. Most of all we support each other and roll our sleeves up when it matters.
This role will be reporting to the Senior Manager, People Partner – Operations and will have no direct reports. Your main stakeholders will include our team members, team leaders, managers and senior managers in the functional areas you support (predominantly our Operations group), collaborating closely with the relevant Finance Business Partners too. You will also work closely with our Advisors and People Partners within the People Team and both the Admin and Talent Team.
We have adopted hybrid working across the team, but flexibility to work hours will be required to meet the operational demands of the teams you support.
Principal Accountabilities:
Stakeholder Management & Communication
- Promoting a People Partnering approach to build and maintain excellent working relationships with key internal stakeholders to ensure their appropriate engagement and involvement.
- Confidently influencing key stakeholders to gain buy-in and support for new ways of working, alternative solutions, and key projects.
- Understanding the context & needs of your leaders and their teams, and adapting an agile approach to deliver advice, initiatives and projects as appropriate to your area.
- Seamlessly acting as the conduit between the Managers, Senior People Partners and People Experience (Specialist) team to successfully implement initiatives which are fit for purpose and land well.
- Pro-active and collaborative communication across multiple stakeholder groups to present and deliver compelling messages, motivating multiple teams/stakeholders towards common goals.
Operational HR Support
- Acting as the escalation point of contact for employee relations matters, providing oversight of complex cases.
- Working with the Talent Attraction team to advise managers and proactively supporting on recruitment policy, process and interviews/selection.
- Ensuring strong employee relations across the function through the pragmatic engagement of managers and team leaders to not just fulfil their legal obligations effectively, but approached with culture and engagement at its core.
- Working closely with Managers and Senior People Partner to implement any organisational design requirements, providing advice & guidance on plans and considerations to ensure a people first approach.
- Leading discussions with your senior managers on the formal and informal talent and succession management processes within their department.
- Supporting the growth of early careers programs in your functional area, working with the Early Careers team and managers to deliver successful and engaging campaigns for Graduates, Apprenticeships, Internships, Work Experience and STEM events.
- Supporting the roll out of any learning and development needs, including delivery, working closely with managers and People Partners to implement any solutions.
- Support and lead in areas of the annual reward process (salary review, bonus and benefits) with your departments.
- Utilising relevant HRIS data and reporting to support people strategy, spotting trends and assisting managers with data-driven decision making.
- Proactive management of HRIS data, to ensure accuracy & compliance, working closely with Finance to ensure budget alignment.
- Seamlessly act as the conduit between employees, Admin Team, Advisors and People Partners to successfully implement initiatives which are fit for purpose and land well.
- Working collaboratively across the team to update and further enhance our people policies, ensuring fit for purpose across all functions.
- Working in close collaboration with fellow People Partners to ensure a consistent approach across MRL.
- Deliver the People team induction session, as part of our new starter experience on day one.
- Actively engaging with managers to support development of an inclusive working environment that is conducive to safe practices and colleague welfare.
People and Culture Strategy
- Contributing to the ongoing development of the People strategy by working closely with the wider People Team; highlighting any key people priorities.
- Being an ambassador of the strategy when speaking with teams and Managers, ensuring that any key initiatives link to the People and Culture strategy.
