Employee Performance Manager - Fixed Term Contract/Permanent - Human Capital - London Job Details

Who we are looking for:
The HC Employee Performance team have a requirement for an experienced HC Manager to join the team. The role will be based in London but some travel to other PwC offices is expected as necessary. The role sits within the Human Capital (HC) Support function, as part of a wider Employee Performance team (which incorporates Employee Relations, Performance Management, the Performance Cycle and Health Wellbeing). Applicants must have a strong established background across ER, performance management and health and wellbeing. PwC HC Support is currently in a period of transition, following the implementation of a new HC model, and the successful applicant will need to champion the firm’s policies and procedures and embed best practice. The role will require significant liaison with other groups within HC to facilitate appropriate support to clients. About the role: The successful applicant will be responsible for a variety of cases across their allocated Business Units, and will support and coach Employee Performance Officers and ensure final sign off for all work and documentation produced for each of the BUs they support. The role will also involve being the first point of contact for relationship management issues within allocated BUs, and for signing off work for other BUs as appropriate in other EP Managers’ absence. Whilst this role is based in London, travel to other PwC offices will also be required.

• Substantial and demonstrable experience of employee relations, including managing complex DG and TUPE from start to conclusion.
• Strong understanding of performance management and health and wellbeing, with substantial previous exposure, knowledge and application across these areas.
• Possess the ability and knowledge to coach and develop Officers within the team and lead by example, providing opportunities for shadowing and learning, and demonstrating strong positive team ethic and a ‘can-do’ attitude
• Strong relationship building, interpersonal and consulting skills, with the ability and confidence to liaise with stakeholders at all levels
• Ability to quickly gain understanding of the needs of the business in order to provide commercially robust solutions
• Well organised with ability to multi-task and proactively manage a variety of different cases to conclusion at any given time
• High standard of written documentation, and previous experience of producing professional and robust letters and reports to be used in formal meetings, excellent attention to detail is required ·
• Good knowledge of current employment legislation and its application in practice
• Professional and approachable manner, with the ability to flex style to deal with different situations
• Willing to take on additional responsibility and go the extra mile, including helping other areas of HC as required

Performance Management and Performance Improvement

• Working with People Managers across allocated BUs to coach and support them in dealing with performance issues, and advise on all aspects of the performance management process where poor performance has been identified
• Build and maintain strong relationships with People Managers in order to help diagnose and understand performance issues, and work with them through management of specific cases to conclusion, discussing and agreeing the most appropriate option for each case, ie performance improvement plan, performance coaching etc
• Providing key stakeholders with timely and accurate information and reports pertaining to the performance activity within their areas of the business, discussing this MI with them, and providing advice and guidance on the bigger performance management picture, precedents and trends
• Coaching and guiding Employee Performance Offices within allocated BUs and the wider team. Providing challenging and developmental work for Officers within allocated BUs and being point of reference for all non-standard queries within allocated BUs.

• Advising stakeholders on all aspects of Employee Relations, tailoring advice and guidance to each specific case and ensuring that the business are aware of potential ways to manage each situation, along with associated risks
• Carrying out full and thorough investigations prior to disciplinary and grievance meetings
• Supporting the business throughout the disciplinary and grievance process, including case discussions, providing specialist advice and guidance, driving the formal process, and attending formal meetings to advise on matters of policy, best practice and to ensure a full, fair and objective process is followed
• Producing comprehensive high quality formal documentation, including reports, invite letters, outcome letters, notes of meetings and other ad-hoc information
• Developing and maintaining up to date knowledge of current employment legislation and PwC policy, and applying knowledge in a pragmatic and solutions-focussed manner
• Advising the business on matters of conflict, including risk to the firm and forms of resolution, including compromise agreements
• Managing redundancy, TUPE and TVS cases or wider projects as appropriate
• Liaising and communicating with all internal stakeholders to ensure appropriate consultation takes place for each case or project – key stakeholders may include Partners, other HC colleagues, compliance and ERPA. Liaising with external stakeholders when appropriate including ACAS and employment lawyers
• Ensuring that all new cases are promptly communicated to appropriate parties (ER Work-stream Leader, ERPA etc) to ensure a consistent approach to cases across the business and agree the best approach
• Ensuring that all case updates are recorded on the firm’s internal systems in a professional, comprehensive and timely manner
• Coaching and guiding Employee Performance Offices within allocated BUs and the wider team. Providing challenging and developmental work for Officers within allocated BUs, and being point of reference for all non-standard queries within allocated Bus

• Case management of sickness absence cases in conjunction with People Managers, which will involve coaching and advising people managers
• Discussion and advice on referring cases to Occupational Health and submitting referrals where required
• Liaison with a number of stakeholders in the business including People Managers, BU HC Support, HC Leaders, HC Customer Services, PQ, Health Safety and the Benefits team to advise and support on sickness absence management before and during cases
• Liaison with Occupational Health providers, to ensure appropriate advice sought and provided to support our employees
• Driving the wellbeing agenda across Business Units as part of the wider HW workstream

Our people need to demonstrate a defined set of core skills and behaviours. We refer to these as our global core competencies. They're integral to who we are as a firm and form the basis of our people appraisal process. We will also assess you against them within our recruitment process to benchmark your own skills and behaviours. We recommend you visit the below web page to find out more about our global core competencies and to consider how your own experiences will align against them. This will help you through the recruitment process with us.
http://www.pwc.com/uk/en/careers/experienced/applying-to-pwc.jhtml