Role: Store People & Culture Business Partner

Purpose: Partnering with Store Manager(s), accountable for the delivery
of the P&C Strategy and Purpose to all Colleagues in-store.
and supporting the development of high performing teams.

Reports to: Area P& C Business Partner
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Key Responsibilities

Functional Expertise
Act as a trusted advisor to the Store Manager(s), Retail Management team and in store P&C
team. Providing strategic and consultative functional advice and insights on the people
agenda, process and best practice with particular focus on:

Recruitment
• Support the store in developing strategies to address challenging recruitment needs,
particularly at Retail Assistant level by coaching the store manager and management
team
• Provide additional support to Retail Management to enable them to recruit effectively to
their teams, such as interview coaching or assisting with decision-making

Learning & Development
• With support from the Area P&C BP, coach and develop the Store Manager(s) and the
Retail Management team to deliver high performance through engaged and developed
teams
• Ensure core learning programs are delivered in store / via learning platforms
consistently and to a high standard by monitoring & managing compliance
• Support the Retail Management team in identifying store/s training needs and solutions that enable our people to reach their potential

Colleague Engagement & Well-being
• Partner the Store Manager(s) to drive engagement through shared interpretation of the
survey results and co-facilitation of the listening groups, and monitoring of action plans
by providing clear direction & guidance
• Working with the Area P&C BP, assist the store to embed company programs in support of colleague engagement and well-being

Performance Management
• Oversee the efficient and timely running of the mid-year and end of year
review process including the calibration of results at Country/ Area level by managing in coordination with established practices
• Provide trusted advice, support and coaching to guide Store Manager(s) and Retail
Management teams through the required steps and build capability and confidence in
the broader performance management agenda, providing feedback and delivering
difficult conversations

Talent & Succession
• Oversee the talent, succession and development agenda for Retail Assistants, focusing
on delivery of a talent pipeline for Retail Management roles by directing this work
• Coach and develop Store Manager(s) capability in the talent review process for their
Retail Management team and manage this process
• Enable in-store P&C teams to develop their skills, capability, professional experience
and technical knowledge.

Employee Relations
• Responsible for the governance of people policy, process and practice and adherence
to regulatory, legal and compliance requirements in-store
• Coach and develop in-store capability and confidence amongst the Retail Management
team and in Store P&C team to allow them to operate as a first point of contact on ER
Matters; exercise clear decision-making and provide advice on these matters
• Liaise with the Central P&C / Employee Relations team as required to resolve complex
cases
• Provide insights and coaching to the Store Manager(s) and Retail Management team to
create and sustain a positive and inclusive culture and progressive ER environment by
assessing data & situations
• Work with the Store Manager(s) to develop strategies to address any
recurring performance themes; direct & oversee plans as needed
• Provide core employment law advice in-store, elevating complex issues

Payroll
• Take overall accountability for the successful and smooth running of the payroll
activities in store, ensuring timely execution and speedy follow up on any issues

Reporting & KPIs
• Facilitate the link between in-store P&C activity and the wider P&C function through
analysis of, and response to, KPIs that drive the business
• Responsible for the governance of processes that enable people data accuracy to
inform KPIs
• Support the Store Manager(s) in delivery of the key people KPIs for which they are
accountable, including but not limited to engagement, retention, development and
performance of their people by overseeing their implementation
• Monitor compliance reports e.g. GDPR, compliance training etc and ensure follow up
actions are taken as required

Business Alignment & Change
• Support the Head of P&C and Area P&C Business Partner in aligning
P&C activity to the P&C Strategy and Purpose in-store
• Partner effectively with the People & Culture Centers of Expertise and
Central P&C team to support locally the implementation of policy and practice
• Partner with the Store Manager(s) to embed organizational change programs within
store/s, engaging teams and key stakeholders on the vision and benefit
• Take a Global and Country perspective to partner with the Store Manager(s) on the
delivery of the people agenda in store(s) and alignment to the direction set in the P&C
Strategy and Purpose

Commercial and Business Impact
• Continuously develop business insight to understand the needs of our internal and
external customers
• Deliver against company expectations and policy, ensuring governance and best
practice is in place, compliance with regulations and mitigation of risk to the business
• Identify opportunities for value-add activity that improves business performance through its people
• Provide oversight and review of the administrative aspects of P&C in store adapting
where efficiency gains are identified


Technical Requirements

• HR experience 2+ years at HR Manager/HRBP level; plus additional work experience;
functional leadership experience desirable
• Professional HR qualification desirable
• Experience in coaching & influencing leaders
• Strong consultative skills and highly effective in communicating clearly and persuasively
• Strong working knowledge of employment legislation
• Excellent organizational skills and the ability to manage multiple priorities in a fast-paced
environment
• Strong analytical and problem-solving skills


Primark is an equal opportunity employer. Primark does not discriminate against applicants or employees on the basis of race, colour, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, genetic information, or any other characteristic protected by law. Primark is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment. To request reasonable accommodation to participate in the job application or interview process, please email USACareers@primark.com with your request. This email is not for general employment inquiries or correspondence. We will only respond to those requests that are related to accessibility of the online application system due to a disability.