The HR Manager will report in the matrix- locally to the Chief Operating Officer of BG EEA and functionally to the People Director International Market (based in UK).
The primary goal of a high quality on time delivery of People processes within BGEEA and deliver this within the overall IM market function and leveraging the (outsourced) People Shared Services (based in Manchester and Leeds UK). Ensuring that line managers and colleagues feel informed and supported with all elements of HR process.
The role holder will be responsible for ensuring quality and continuous improvement of process and ownership and delivery of the Fitness and Probity standards as part of the CBI regulatory environment. The outcome is to ensure the effective and efficient management of the end to end employee lifecycle, including all “in-life” employee processes/ activity for the team in Dublin.
BGEEA HR Manager will work to inform, drive and deliver the essential people policies, processes, services for BG EEA. These include (but are not restricted) to a role in recruitment and on-boarding of new hires; all local ad-hoc people activity; consistent implementation of performance management annual process; talent and succession planning, payroll issues and operational issues in conjunction with HR Shared Services; and CBI (Irish regulator) Fitness & Probity operational processes.
Operational HR / People processes
- Support the BG EEA exec team in the setup of all HR operational systems and processes in line with the wider Bupa People functions
- Play key role in the employee lifecycle and “in-life” processes, working with wider Bupa People functional model and relevant stakeholders. This will include drafting of contracts and co-ordination of the induction and on-boarding activity within for new starters.
- Build strong and challenging relationships across the BG EEA team, Bupa Global HR and other Bupa offices as necessary, to ensure delivery to pace and quality
- Provide local link to (outsourced) Payroll function to ensure on-boarding, and on-going payroll operations for BG EEA and resolution of issues
- Provide link to the Learning & Development function for upskilling and access to the GROW portal and helping line managers fulfil local learning needs (e-learn/ classroom etc.)
- Ensure that all BG EEA management levels are in receipt of appropriate & continuous training in relevant ER issues notably, performance appraisal; career development & training; conflict resolution; grievance procedures, & the general regulatory environment
- Support annual performance management, pay review & bonus and talent cycles as the local expert on process. Provide support and direction to line managers and colleagues on process expectations and record keeping.
Benefits and Pension Administration processes
- Ensure that all new starters and employees have their Pension Scheme and Health Insurance (PMI) set up at point of joining Bupa
- Liase with Benefits providers; Finance and Payroll to ensure premiums are paid, payroll and tax set up and
- Ensure that the workday records for the BGEEA team ae accurate and up-to-date
- Provide on-site support and coaching to leadership teams on Workday and record keeping (new starters are set up properly).
- Resolve issues with People Operations as the needs arise.
Fitness and Probity Operational Management in BG EEA
In partnership with the BG EEA Compliance team:
- Assume responsibility for driving the operation of Fitness and Probity operations within BG EEA and for defining supporting local standards, supporting procedures, guidance (including incident escalation and reporting) and training as required.
- Responsible for defining the content of the local standards and associated procedures, reviewing on at least an annual basis and updating as necessary.
- Responsible for ensuring all due diligence is complete prior to the appointment of any individual into a Fitness and Probity role.
- Responsible for ensuring annual declaration and re-certification of all Fitness and Probity Role Holders is complete and evidenced appropriately.
- Responsible for reviewing any requests for MU adaptations to the Fit and Proper Enterprise Policy to determine applicability to BG EEA and submitting to the ERC for approval. Maintain a log of adaption requests.
- Responsible for the core competency and function competency framework relative to BG EEA, including the competency matrix for all Fitness and Probity in scope roles, reviewing on at least an annual basis and updating as necessary.
- Responsible for ensuring all role profiles for BG EEA are compliant with Fitness and Probity requirements.
- Responsible the fitness and probity register and ensuring it remains accurate and up to date at all times.
- Responsible for maintaining all records pertaining to Fitness and Probity, taking into consideration Data Protection legislation.
- Responsible for leading any investigating any concerns regarding the fitness and probity of a person performing Controlled Function. Outputs of such investigations should be referred to ERC for review.
BGEEA Culture and Employee Engagement
- As part of the BG EEA business ensure that you live the Bupa values and a role model for conduct standards for colleagues
- Be point of co-ordination for the annual plan for Employee Engagement activity (including surveys) and take part in the “Glint Employee Engagement” community
- Ensure the co-ordination of local activity that keeps a positive corporate culture alive, focusing on staff wellbeing, positive working environment and focus on customer
The Ideal Candidate
- Ideally, previous experience of managing the day to day operations of a People/ HR function working closely with HR Shared Services and IM HR Colleagues.
- Experience of the Workday core HRM system
- CBI Regulatory environment experience for the Fitness & Probity procedures for a Financial Services business
- Advanced working knowledge of employment law in Ireland and relevant overseas jurisdictions and the ability to apply this expertise to a variety of situations using a pragmatic and common-sense approach
- Experienced in a range of HR operational disciplines including payroll; Operational on-boarding of new hires; induction; and in-life employee activities
- Work with the People Business Partner/ Director on the execution of People priorities for BGEEA in line with International Markets and Bupa Global People Function
- Demonstrable ability to influence senior managers and build strong effective relationships
- Outstanding communication skills and experience in dealing with a wide range of stakeholders both internal and external
- Demonstrates a strong continuous improvement and capability to manage improvements as and when identified, and implement them with confidence and all stakeholders bought in
- Commercial acumen - has a good overall understanding of company finances and uses this information to support managers in resource and succession planning
- Able to problem solve both operational and strategic issues through a pragmatic and commercially sound approach
About the Company
Bupa’s purpose is longer, healthier, happier lives.
As a leading global health and care company, we offer health insurance, medical subscription and other health and care funding products; we run care homes, retirement and care villages, primary care, diagnostic and wellness centres, hospitals and dental clinics. We also provide workplace health services, home healthcare, health assessments and long-term condition management services. We have 32M customers in 190 countries. With no shareholders, we invest our profits to provide more and better healthcare and fulfil our purpose. We employ 84,000 people, principally in the UK, Australia, Spain, Poland, New Zealand and Chile, as well as Saudi Arabia, Hong Kong, India, Thailand, and the USA.
We have grown significantly, particularly through 2013 to 2015, when we accelerated execution of our strategic vision. We are similar in revenue and profit to Marks & Spencer, and larger than Heinz in revenue. Because Bupa does not have shareholders it does not have a listing, but if it did it would be in the FTSE 100. Bupa is not a mutual or a charity but a company limited by guarantee that seeks to maximise its profits in order to fulfil its purpose. With customers in virtually every country in the world and 70% of its revenues now generated outside the UK, Bupa is a truly international organisation.
Bupa's Strategic Framework
Our strategy has three pillars: Customers, People, Performance. It puts our customers front and centre in the context of today’s digital age. As a service organisation, everything we do for our customers relies on our people and partners, so being a place where people love to work is critical to our success. This, combined with disciplined risk and capital management, is how we will deliver strong and sustainable performance.
We are looking for individuals who share in our values and this strategy, and are capable of delivering outstanding results for the business.
Bupa’s International Markets (IM) unit has 16 million customers in 190 countries across all continents around the world. It manages a portfolio of businesses, including a large international health insurance, travel insurance and medical assistance business called Bupa Global, as well as established domestic health insurance businesses in Hong Kong and Thailand, two associate health insurance companies in Saudi Arabia (26.25% Bupa ownership) and India (49% Bupa ownership), and Hong Kong’s largest private clinic network.
Bupa Global provides products and services worldwide to people who want access to premium health and care at home or as they study, live, travel or work abroad. We provide international health insurance, travel insurance and medical assistance to individuals, small businesses and global corporate customers all around the world.
Bupa Global has over 1,800 employees and has offices in London and Brighton (UK), Miami (USA), Copenhagen (Denmark), Hong Kong (Greater China), and Dubai (UAE), as well as in Egypt, Mexico, the Dominican Republic, Bolivia, Panama, Guatemala and Ecuador. Bupa Global is currently organised around five regional hubs: Bupa Global Africa, India & Middle East; Bupa Global Greater China; Bupa Global Latin America; Bupa Global North America and Bupa Global Europe.
Timescales for reviewing applications will differ between regions, but you will always receive a response to your application. The recruitment process itself will vary per role and region, but you will be updated along the way via phone and email (so please look out for these!). To view what stage of the process your application is currently at, you can also log in and view your dashboard.
If you are invited to an interview, a member of the resourcing team will be able to advise you on what to expect. This will vary in region, but will likely include an initial phone or digital interview, followed by one or more of the following depending on the role: Core capability interview; Technical/function specific interview; Online profiling assessment; Presentation, written task, role play; Assessment centre.
If your application is successful and you’re invited to join the team, the resourcing team will guide you through your on boarding journey.
Should you require any reasonable adjustments to be made or facilities provided to enable you to attend an interview, please do not hesitate to contact us prior to the interview at email@example.com, so we can make adjustments accordingly.