Regional Business Partner

Kingfisher

6d•Hybrid

About The Position

This role is a big business partner role. You are a strategic and operational business partner to three Regional Managers and wider regional leadership team. The role owns and delivers the people plan, which is aligned to commercial priorities while building a workforce that reflects the communities we serve. Its complex and moves at pace.

Requirements

Comfortable with autonomy and curious enough to seek out answers and solutions without being told
Ability to quickly build strong, credible relationships with your stakeholders
Experience coaching at a senior level and feel comfortable holding the tension where its needed
A sense of team spirit with a high challenge, high support mindset
The ability to analyse and interpret data to inform decisions
Strong influencing skills and the ability to apply sound professional judgement
Strong prioritisation and time management skills, and are proactive
A voice and an opinion to be able to represent colleagues
Experience of leading and embedding change
Energy and the ability to listen, respond and escalate to ensure continuous improvement for our customers is critical.
Comfortable holding the tension in our quest to drive consistency across the estate.
Thinking ahead, being curious and planning is a critical part of this role to ensure that you are credible across the region with your stakeholders.
Comfortable having the autonomy to decide how you work.
Able to use tech and data to operate at pace and help provide people solutions.
A team player, comfortable to challenge your peers to ensure a high performing people team.
Commercially driven, understanding both the internal and external landscape and are able to bring creative solutions to ensure a great service for customers.
Think bigger and broader than others and want to make a real impact in a great business!

Responsibilities

Own the people plan in each region, translating it into clear, deliverable actions which drive national consistency whilst addressing local anomalies. Link everything back to high performance. Make sure the ‘why’ of the plan is understood and be the champion for people across the stores
Use people data and insight to identify risks, opportunities and trends, including representation, progression and engagement. Provide regular feedback and insight to the People team to ensure continuous improvement
Partner closely with the Regional Manager providing pragmatic, commercial and people-led solutions
Coach and challenge leaders to build strong, inclusive leadership capability and role-model B&Q behaviours
Support leaders through organisational change, embedding newness and highlighting risk to business performance
Own the regional talent and succession agenda, ensuring talent frameworks are understood and embedded.
Ensure plans are in place for critical roles and reflect future skills, capability and representation needs.
Help drive a high performance culture. Ensure leaders are capable of setting clear expectations, giving quality feedback and managing performance equitably.
Lead on workforce planning for the region, aligning structure, skills and resourcing to both current and future business demand.
Anticipate resourcing and capability risks and work proactively with the COE’s in the people team to build sustainable, diverse pipelines.
Support inclusive and consistent hiring practices across the region, ensuring selection decisions are fair and objective
Champion a positive colleague experience where people feel heard, valued and able to perform at their best.
Use engagement and people data to inform targeted actions that improve retention, progression and belonging across different colleague groups.
Be a visible advocate for colleagues, ensuring regional practices reflect the organisation’s commitment to fairness and opportunity.
Ensure people policies, processes and employment legislation are understood and applied consistently, fairly and in line with best practice.
Manage people risk within the region, providing clear guidance and escalating issues appropriately.
Act as a role model for ethical leadership, inclusive decision-making and people best practice.