At McLaren Racing, we’re not just here to try to take the chequered flag. We’re here to excite our fans, inspire our people and deliver for our partners. And we’re also committed to evolving our sport, our industry, and our technology, too.
Purpose of the Role:
As our team evolves due to recent promotions, you’ll be helping us on our journey to becoming a World Championship contending race team - by making sure we also become a world leading employer.
As People Advisor for Commercial & Central Services, you’ll join our People Team to provide exceptional HR service across both functions within McLaren Racing. You will help deliver a progressive people agenda and as well as providing HR solutions to ensure a great employee experience. McLaren Racing has an exciting change agenda for its people and culture with the ambition to create an environment where winning becomes inevitable via a performance-led organisation.
Role Dimensions:
You will be the main point of contact for our managers & employees, alongside our dedicated People Partners. You will also work with our senior leaders too so you must be confident in switching your approach depending upon level of stakeholder you might be dealing with. You will be confident in providing tailored, operational advice, coaching and support, helping to define and roll 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.
Your Team:
You’ll be collaborating widely across the People 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, ensuring it contributes to the performance of our team.
This role will be reporting to the Senior Manager, People Partner and will have no direct reports. Your main stakeholders will include our own team, employees, managers, and some leaders in the Commercial and Central Services function. Alongside the People Partners, you will collaborate closely with the relevant Finance Business Partners too.
Flexibility to working hours will be required to meet the operational demands of the teams you support.
Principal Accountabilities:
Operational HR Support
- Be the first point of contact for Managers, partnering on all people-related queries and initiatives, escalating to your People Partner as required and ensuring they align with the overall People Strategy and delivers performance to the team.
- Case management, including sickness absence and OH referrals, and responsible for some complex ER cases that require your support when escalated.
- Help facilitate and guide employee relations processes through the pragmatic engagement and coaching of managers to fulfil their legal obligations effectively.
- Where required, supporting the People Directors and People Partners with complex employee relations matters with their relevant stakeholders.
- Escalation point for the People Administration team for employee/manager query resolution that they are unable to resolve.
- Working with the recruiting managers and Talent Acquisition team to support on recruitment policy, process, and interviews/selection. Supporting interviews to ensure the attraction and engagement of the right people in thright roles.
- Work closely with Managers and the People Partners to help implement any organisational design requirements and implementation.
- Working with the People Partners to support the formal and informal talent and succession management processes within your areas. May be required to lead certain areas and own talent plans with your areas to ensure effective implementation and monitoring of activity.
- Help to define and support the roll out of any learning and development needs, including documentation, and supporting the People Partners to implement any solutions such as briefings, workshops, written materials etc.
- Proactively support and may lead on our Pulse Survey reviews and subsequent action planning, ensuring a collaborative approach with team members, managers and leaders on the process and communication of results. Effective implementation of Pulse plans to ensure actions are taken.
- Support the annual reward process - salary review, bonus and benefits.
- Own the Exit Interview process, regularly review data, attend the meetings, report on trends, and advise the People Team of suggestions for change with proposals for approach and lead the implementation of changes.
- Manage parental leave policies and requests where needed, in particular complex shared Parental Leave requests.
- Manage relevant HRIS data and reporting to support people strategy, spot trends and assist People Directors and Partners with decision making. Ensure our leaders and managers have access to regular data, discuss and review trends with them, action plan for changes developed and delivered.
- Work collaboratively across the team to update and further enhance our people policies, and processes, ensuring fit for purpose across all functions. You will have an eye for continuous improvement, and thrive on owning developments. Where required, provide training and guidance to our leaders.
- Work in close collaboration with fellow People Advisors to ensure a consistent approach across McLaren Racing.
- As a more experienced HR practitioner, informally mentor and guide the more junior members of the People Team as required.
- Actively engage with managers and leaders to support development of an inclusive working environment that is conducive to safe practices and colleague welfare.
Stakeholder Management & Communication
- Promote a service mentality and partnership approach to build and maintain excellent working relationships with key internal stakeholders to ensure their appropriate engagement and involvement.
- Confidently influence key stakeholders to gain buy-in and support to new ways of working, alternative solutions, and key projects.
- Understand customer needs and adapting an agile approach to deliver advice, initiatives and projects as appropriate to your area.
- Seamlessly act as the conduit between employees, Admin Team and People Partners to successfully implement initiatives which are fit for purpose and land well.
- Strong and professional communication across multiple stakeholder groups and channels with the ability to present and deliver compelling messages. Attend briefings and participate and contribute where needed.
- Work with the People Experience team to support the development and delivery of key projects.
People and Culture Strategy
- Contribute to the ongoing development of the People strategy by working closely with the wider People Team; highlight any key people priorities and lead on any specific projects in your areas.
- Be an ambassador of the strategy when speaking with teams and Managers, ensuring that any key initiatives link to the People and Culture strategy.
- When on site, sit within the functions you support to ensure visibility and engagement with your teams and do regular floor walks to seek feedback on employee sentiment.