About us

We're a truly international company, fourth largest in our industry and operating across 119 markets. An inclusive, innovative global FMCG business supported by 26,000 employees. As we embrace a new era of growth, we are transforming. Our ways of working and culture are driven by a challenger mindset, constantly questioning the status quo where people can bring their best selves to work. Our agility and collaboration are driving our ambitions, innovation and success all supported by our award-winning development programmes that creates exciting and rewarding career opportunities for all.

As we move forward, our consumers will be at the heart of what we do, evolving to needs and expectations and committing to a more meaningful contribution to harm reduction by building a successful NGP business. Integral to our long-term success is our sustainability strategy, behaving responsibly and supporting our ambitions, all underpinned by high governance.

Encouraging inclusion at local levels and supporting a developing and robust diversity agenda globally, we’re fully committed to creating and maintaining an environment that celebrates and respects difference.

Please note: This role is based in Bristol with 50% hybrid working, therefore you will be required to be in the office for 2 days per week. 

The role

As a member of the People & Culture Global Functions Business Partner team, you will provide Business Partnering support to a allocated function / group of functions or part of a function, and will help to define, develop and execute the People and Culture agenda and plan for your own area of responsibility. You will also play your part in the wider People & Culture agenda and support their BP colleagues.

Global Functions includes: GCO (NGP, Innovation, Insights, Marketing & Portfolio, Group Science & Regulatory Affairs); CFO (Finance, IT, Unify, Group General Counsel); Group Strategy & Corporate Development & Transformation;  People & Culture (COEs, Group Communications, BP teams, ESG, HR Operations); Governance and Security.

The Business Partner has a deep understanding of their business area to provide expert advice and challenge in order to align the needs of the business and the delivery of the Function people priorities and plan. Acts as an internal consultant by coaching, challenging and influencing the Functional leaders and People Leaders and Managers in order to align the needs of the business and the delivery of the function's business priorities and people plan.

Working with Head of P&C and P&C Business Partners, you will be responsible for managing, cascading and monitoring all Global processes e.g. Year end salary review and bonus processes, talent management, employee engagement survey, as well as succession planning.

You will be the ambassador of the Company values and will play a key role in the implementation of the People and Culture mission and strategy.

Principle accountabilities

• Partnering with employees and people leaders, to implement a People and Culture agenda that is fully aligned to Imperial Brands’ strategic goals and long term business plan
• Attend stakeholders team meetings and builds rapport with their key stakeholders to influence and support
• Briefs, Facilitates and Manages all People and Culture processes which are linked to performance management (e.g. EOY review, including Data validation), talent & succession planning as well as learning& development. Ensure that all processes are cascaded, communicated and executed appropriately and on time
• Ensuring implementation of and compliancy with global policies, processes and governance standards across all people processes with appropriate and agreed (by CoEs) configuration to local business needs and best practice in implementation of the workforce plan.
• Improving People and Culture area effectiveness and efficiency due to best practice sharing and regular communication
• Manage IME moves and International transfers
• Reward: Engage with Reward COE to ensure roles are benchmarked, and reward proposals are informed and aligned with company policy. Discuss proposals with hiring managers to arrive at agreed package changes / offers and within budget
• Recruitment: Liaise with Resourcing team and partner with people leaders in defining requirements, agreeing with resourcing team the best approach, briefing Search agencies/resourcing team, participate in selection process as required (interviews/assessments etc.). Participate in candidate assessment and offer decisions.
• Drive the People and Culture Transformation agenda for the area of responsibility
• Providing guidance to the business on workforce planning to achieve operating model and cost initiatives.
• Works closely with People Leaders to prepare annual budgets (i.e.: training budget)
• Works closely with the People and Culture Advisors and HR Ops Team to ensure processes and policies are always up to date and followed accordingly
• Coaches and advises people leaders on the best approach for salary increases and promotions in their teams (in budget)

Essential Skills and experience required

• Previous Global remit HR experience 
• HR generalist profile
• Experience in working with multiple stakeholders at any given time
• Effective at driving and implementing processes
• Excellent time management skills
• Excellent communication skills (both written and verbal) as well as strong negotiation, influencing and presentation skills
• Strong interpersonal skills and the ability to learn quickly, acquire new skills and solve problems with a solution orientated approach
• Proven under pressure delivery
• Analytical skills
• Positive attitude
• Fluency in English (both written and verbal)
• ‘Can do’ attitude

What we offer

Imperial Brands offer a competitive package of salary, bonus scheme, pension, 50% hybrid working, cycle to work scheme, discount scheme, private medical, health & wellbeing benefits, onsite gym and 25 days holiday + bank holidays (with an additional 4 days on top to cover the Christmas period)

Next steps

Interested applicants should apply with their CV highlighting their suitability for the role against the essential criteria