Within the overall HR team, the planning and steering strategy project manager role is to highly contribute on multiple topics that set the overall HR framework that the business operates within, aligned to the; Rolls-Royce Business, BMW HR Division and local HR strategies.

The role will design, develop, implement and improve strategic approaches, projects and processes using qualitative and quantitative reports relevant to the Planning and Steering scope of activity, which has, a direct impact on the business and the wider HR functions of Operations, Training and Recruitment.

The role will support the other internal functions enabling them to provide seamless end to end internal “customer” experiences through the information it provides into these functions, and work as a trusted partner when required to support with more challenging internal customer facing situations.

The role also encompasses management of the Human Resource Strategy including business critical change projects and activities, orientated to high level strategic objectives derived with the HR management team and wider HR network stakeholders. These change projects should be deployed using project management methodologies.

The role will lead the required activities required part of the BMW Group Corporate Development Framework (CDF) to support assessment of HR impact and support requirements to business critical projects known as Critical Tasks, working closely with those project owners in the concept, design, planning, implementation and sustain phases of project delivery to ensure the HR support they require.

The role also takes a very high level of responsibility for informing the wider business on the progress of HR strategy and change project delivery to support management decisions which ensure the current and future goals of Rolls-Royce Motorcars and the HR function are achieved. This activity will drive significant working with management at all levels to ensure the function becomes a trusted partner throughout the business.

Key Accountabilities:

• To concept, plan and manage the implementation of the local HR strategy within the framework of the overall Rolls-Royce Motorcars strategy and its business objectives, Group HR Division Strategy and its objectives, and critical operational improvements requested from Rolls-Royce Motorcars stakeholders.
• To work with people at all levels of the business including Rolls-Royce Motorcars board, General Managers, Line Managers, etc, using data analytics to support recommendations and task definition.
• To work very closely with strategic “Critical Task” project owners in their project teams, to enhance their understanding of the HR support they may need that the function can offer, and delivering that support and activity thereafter.
• To lead the internal activities required to support strategic Critical Task project owners with the HR support they require to successfully implement and sustain their business change projects.
• To lead the assessments and task delivery required of the Corporate Development Support Functions as part of the Corporate Development Framework, ensuring the impact to the HR function is understood, support and resource requirements are estimated and requested as required, and thereafter to plan and deliver implementation of the agreed support.
• To define initial scope of projects, and where possible put together business cases identifying required resources and budget using quantitative and qualitative data available within the HR department and wider Rolls-Royce Motorcars business.
• To lead the process of developing multiple change projects (Enabler) scopes, objectives, delivery plans, target outcomes and success factors with the enabler project owners that ultimately translate the local HR strategy and operational targets into assigned tasks and activities.
• To manage multiple enabler projects including the planning, assessment and modification of; time planning, project budgets and resources, project risk registers, and project quality assurance information working with wider internal HR team members owning the enabler projects and wider business stakeholders engaged in the projects, and project teams.
• Work collaboratively with internal enabler project leader to ensure they achieve detailed work plans and delivery of tasks within those enabler projects.
• To lead the collation and regular update of project statuses to deliver efficient and transparent cascade to wider business stakeholders from the Rolls-Royce Motorcars board to Group HR Division stakeholders and internal teams on multiple levels where required.
• Define internal target management process and drive the efficient running of the monthly, quarterly and annual cycles needed to define, deliver, monitor relevant business and departmental targets
• To support the internal target management of the function by supplying timely data into the required reporting frameworks with subsequent analysis and corrective actions to undesirable target statuses.
• Engage in continuous improvement (CIP) analysis approaches to support optimisation of all internal department processes and activities.
• Concept, plan, implement departmental identified internal change projects and enablers aligned the departmental strategic objectives working with stakeholders at all levels of the business in all functions, influencing topics ranging from business performance to company culture.
• Challenging stakeholders both within and outside of the department, and engaging leadership across the business to prioritise capacity and resources on HR change projects.
• Influencing change project team stakeholders on a working level without disciplinary and budget responsibility for those functions.
• Support translation of strategic thinking into operational requirements & tasks at all levels internally and externally.
• Developing internal and HR relevant business processes that meet the requirements of RRMC and comply with central BMW guidelines for the relevant content scope.
• Active participation in a variety of evolving HR/IT projects. Attend meetings and workshops and provide input to all project phases - blueprint/design/testing and go live.  Be able to provide link between the technical and business teams to ensure common understanding and agreement.
• To offer consultancy, coaching and information to line managers regarding HR tools/systems and frameworks to help meet their requirements and objectives.
• Internal HR functions within Operations, Recruitment and Training to ensure good cascade of information on strategic progress, current data and performance reporting aligned to the scope of change projects.
• To engage and work with External service providers, institutions and accrediting bodies as appropriate to higher business objectives.

Skills and Experience

• Significant experience in an HR function, ideally including working alongside senior management and cross functional business partners.
• SAP/IT systems experience with the ability to handle large and complex data processing.
• Operational and strategic HR experience desirable and a full understanding of a variety of HR methods and solutions to improve performance and enhance HR contribution to the business.
• Highly analytical with a focus on data driven decisions on key HR metrics, including headcount, compensation, grading and process design
• Experience in creating strategic approaches, ultimately delivering change projects in cross functional teams without disciplinary responsibility.
• Experience of working in an intercultural environment
• Knowledge of automotive and manufacturing business

Additional Skills:

• SAP HR user experience.
• Advanced MS Office capability, particularly MS Excel (Pivot Tables, Macros and VBA coding), MS PowerPoint and MS Project skills.
• Experience in web based intranet modification.
• Good understanding of Project management and deployment methodologies e.g. PDCA/Prince2.
• Experience in using structured problem solving approaches.
• Basic German language knowledge.