Performance and Culture Specialist

You will work proactively across the company to provide a planned and effective approach to a range of projects. This includes performance development plans, performance reviews, surveys, wellness initiatives and interventions linked to performance and culture.

To successfully deliver the culture strategy you will liaise and work alongside the wider Leadership Team and People teams, bringing skills and knowledge to embed continuous performance across the company, the Leadership team and a range of stakeholders, both within and outside of the business.

Skills, Experience & Knowledge

• Min 6 years of experience operating in HR / Development related roles with a particular focus on supporting performance improvement and cultural change projects.
• Ability to design and deliver high quality blended content around performance and development.
• Prior involvement of whole organisation employee opinions or feedback campaigns or surveys.
• Knowledge of the tools and techniques needed to execute projects efficiently and effectively.
• Excellent communicator and influencer who takes the time to truly understand key stakeholders and the needs of their clients and take the appropriate action to support the strategic goals of the business

Key Role & Responsibilities

• Work with the Executive Talent and People to support the development of tools, policies, provision of support to the Leadership team, people managers and employees to create a culture of high performance, and one where the focus in on their personal development
• Investigate Employee wellness programmes, implement and drive the initiative
• Employee Appreciation, including coordination of team events coordinating employee recognition, and programmes that support the company’s social impact initiatives
• Work in collaboration with colleagues from Marketing to influence cultural impact of solutions to the business, e.g., Employee Communications to embed and reinforce a purpose-led culture
• Help to connect the engagement and performance agendas across the company and suggest innovative and different ways through which improvement can be realised.
• Embed and champion the performance process across the business by providing encouragement, advice and support to team members and appraising managers on performance conversations.
• Help develop a culture where performance conversations become part of the regular flow of work, are a positive experience for all, focus on strengths and the quality of the conversation.
• Review and build upon the opportunities to provide feedback; surveys, listening groups and feedback tools
• Lead the Employee Engagement surveys from start to end
• Plan and coordinate the various activities relating to employee engagement, wellbeing and culture