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Junior People Partner - Operations (12 month FTC)

Our Ways of Working Principles:


We believe that most of us do our best work when we work together, but we know that everyone works in different ways, and quite frankly, has other commitments and responsibilities outside of work.

As we further adjust  to hybrid working, we want to take what we've learnt from working remotely and keep the flexibility that's enabled us to thrive and keep driving our business forward.


We have some core principles which support us in this:

Do what’s right

Trust & give permission

Delivery matters


We understand ways of working can look different based on your role, team and you as an individual so we are here to support and discuss this with you during the interview process.


What You’ll Be Doing

As a Junior People Partner at Moonpig Group, your primary responsibility is to provide support to the People Partnering team to ensure we shape, develop, and implement HR plans and solutions aligned to business requirements, pivoting where required. This role will also work closely with People Operations and other COE’s to ensure there’s efficiency with our processes, and consistency across the division in relation to our cyclical activity, plus people policies and processes. 


Within Moonpig Group, there’s a clear philosophy that Managers should take full responsibility for their employees, with HR providing support, and this role plays a key role in ensuring this philosophy is embedded. 



Key Responsibilities include -
  • Business Partnering & Supporting the People Partners
  • partnering with business stakeholders and supporting them with their People Plans 
  • driving a positive and high-performance culture within the teams you support in order to increase the engagement of the workforce. 
  • being a trusted advisor to your key stakeholders, providing them with sound advice in order for them to effectively run their teams, whilst providing honest feedback with empathy in order for your stakeholders to improve as effective leaders. This includes supporting the People Generalist with ER Advice for Ops (escalation point). 
  • proactively support in the delivery of People Plans across the business, this could be in the form of supporting on with cyclical activity or projects, reporting requirements, and trend analysis to support the People Partnering team from being reactive to proactive & strategic.
  • proactively support engagement planning across the business, providing ideas, insights & trend analysis where required
  • advising on compensation and benefits topics, such as salary adjustments and promotions
  • reviewing exit interview data and support stakeholders with recommendations to ensure we act upon feedback


Centre of Excellence Support
  • working closely with the Group Head of People Operations, and People Operations Manager to ensure that cyclical activity or projects runs smoothly, efficiently and consistently across all functions. 
  • ownership of sharing to stakeholders useful insights from the HR dashboard, and working closely with the People Operations team to make sure the data is valuable and fit for purpose for the business. 
  • working closely with L&D & Talent Lead to build and implement solutions for our workforce depending on requirements from the People Partnering and People Operations team, such as supporting managers becoming effective leaders, building resilience across the organisation, unconscious bias etc. 
  • work closely with Internal Communications to ensure the workforce is updated to effectively


Developing & Supporting Others
  • providing guidance and advice to the HR Advisory team and support on ER cases, and the People Operations Manager where required. 


People Team Engagement & Culture
  • championing and driving a positive culture within the wider People Team 
  • Key metrics: stakeholder, colleagues & peer feedback, engagement scores across stakeholders you support, objective delivery, accuracy in the execution of people related activity (such as data submissions, and People Operations information). 


Key Behaviours include -
  • Commercially Minded: Develop strong commerciality to understand how aligning HR strategies with overall business goals and objectives can add significant value to an organisation. This should be demonstrated within strategic decision making, cost & risk management, retention and talent management, and return on investment (ROI). 
  • Professionalism:  Maintain a high level of professionalism in all interactions, both within the organisation and with external stakeholders. This includes dressing appropriately, communicating effectively, and demonstrating respect for others. 
  • Adaptability: Be flexible and open to change. The business environment is dynamic, and the ability to adapt to new situations is crucial for success. 
  • Proactive Attitude: Take initiative and demonstrate a proactive approach to problem-solving. Identify opportunities for improvement and contribute ideas to enhance business processes. 
  • Effective Communication: Develop strong communication skills, both verbal and written. Clearly express ideas, actively listen to others, and foster open and transparent communication within the team. 
  • Teamwork and Collaboration: Work well with others and contribute positively to team dynamics (including but not limited to the: People Partnering, People Ops, and the wider People Team), 
  • Time Management: Prioritise tasks, manage time effectively, and meet deadlines. Being organised and efficient contributes to productivity and overall team success. 
  • Accountability: Take ownership of your responsibilities and deliver results. Accept accountability for your actions and decisions, and learn from any mistakes or setbacks.
  • Drive to Learn: Cultivate a continuous learning mindset, inclusive of a “test and learn” mentality. Staying updated on industry trends, acquiring new skills, and seeking opportunities for professional development. 
  • Ethical Conduct: Uphold high ethical standards in all business dealings. Demonstrate integrity, honesty, and transparency in decision-making and interactions. 
  • Stakeholder Focus: Understand the needs and expectations of clients or customers. Strive to deliver value and exceptional service to build positive relationships and enhance the reputation of the business. 
  • Analytical Thinking: Develop the ability to analyse data, trends and information to make informed business decisions. Critical thinking skills are valuable for problem-solving and strategic planning. 
  • Networking: Build and maintain professional relationships within, and outside the organisation. Networking can open up opportunities, provide insights, and contribute to personal and business growth. 
  • Results-Oriented: Focus on achieving measurable results. Set realistic goals, track progress, and adjust strategies as needed to achieve desired outcomes. 


  • About you 
  • Essential -
  • Hold or be working towards a recognised HR qualification (CIPD Level 5 preferable) 
  • Significant experience in HR Advisory roles, providing support, advice and guidance to managers, and employees
  • Strong knowledge of UK employment law
  • Experience in data analysis

  • Nice to have - 
  • Experience supporting change management initiatives 
  • Experience supporting organisation wide transformational projects
  • Strong knowledge of Netherlands employment law


Want to hear more? 

Find out more about Moonpig Group and what it has to offer here!

 

Moonpig’s Commitment to Equality, Diversity and Inclusivity 


At Moonpig Group, we’re committed to creating an inclusive and caring culture with brilliant people who feel a real sense of belonging. We welcome and celebrate all diverse backgrounds to Moonpig Group, from working parents who need flexibility with their hours to individuals who are neurodiverse and prefer to work a certain way.

We’re proud to have several employee-led committees within our organisation, including the LGBTQ+, Gender Balance, Neurodiversity and our EMBRACE (Educating Myself for Better Racial Awareness and Cultural Enrichment) Committees.

We’ll continue to push for diversity and that sense of belonging so that all Moonpig Group employees feel safe and comfortable to be their true authentic self at work.

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What You Should Know About Junior People Partner - Operations (12 month FTC), Moonpig

At Moonpig Group, we’re excited to welcome a Junior People Partner to our Operations team for a 12-month fixed-term contract in London. As a Junior People Partner, you’ll play a pivotal role in supporting our People Partnering team, helping to craft and implement HR strategies that align with our dynamic business goals. You'll get to work closely with various teams, offering sound advice to managers, helping bolster a positive culture, and driving employee engagement initiatives. We believe in the power of teamwork and understanding individual work styles, so you'll have the chance to collaborate with stakeholders across the organization. You’ll support with cyclical HR activities, provide insights from data analysis, and offer recommendations based on exit interviews—all crucial for enhancing our People Plans. What’s more, you’ll be a trusted advisor, guiding managers in improving their leadership skills and fostering an environment of honesty and empathy. We appreciate a proactive approach and are keen on someone who can identify opportunities for improvement within our processes. Don’t worry if you're a little early in your career; a strong foundation in HR and ambition to grow is all you need to thrive in this role. Join us in promoting a culture of inclusivity and innovation, as we navigate the future of work with flexibility. At Moonpig Group, we believe in supporting our employees so they can bring their best selves to work, and we’re eager for you to be part of this journey!

Frequently Asked Questions (FAQs) for Junior People Partner - Operations (12 month FTC) Role at Moonpig
What does a Junior People Partner at Moonpig Group do?

As a Junior People Partner at Moonpig Group, your primary mission will be to assist the People Partnering team in crafting effective HR plans and solutions that align with business objectives. You'll be engaging with key stakeholders, fostering a high-performance culture, and advising on employee engagement and leadership development. You're also responsible for ensuring the smooth operation of HR processes, data analysis, and delivering insights to enhance business efficiency.

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What qualifications do I need to apply for the Junior People Partner position at Moonpig Group?

To apply for the Junior People Partner role at Moonpig Group, you should hold or be working towards a recognized HR qualification—preferably CIPD Level 5. While significant experience in advisory roles and knowledge of UK employment law are essential, candidates with expertise in data analysis will have an edge. Join us if you're passionate about driving positive change and growth within our company!

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What are the key responsibilities of a Junior People Partner at Moonpig Group?

In the role of Junior People Partner at Moonpig Group, your responsibilities include supporting People Partners, providing strategic HR advice to management, working closely with People Operations to streamline processes, aiding in engagement planning, and delivering insights from various HR data sources. You'll also contribute to fostering a supportive culture and ensure that employee feedback drives improvements in HR practices.

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How does Moonpig Group support professional development for Junior People Partners?

Moonpig Group is dedicated to the professional growth of its team members, including Junior People Partners. With opportunities to work on diverse projects, access to training resources, mentoring from experienced HR professionals, and encouragement for continuous learning, you’ll have the chance to enhance your capabilities and broaden your understanding of HR practices within a supportive environment.

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What can I expect from the company culture at Moonpig Group?

At Moonpig Group, our company culture is centered around inclusivity, collaboration, and professional growth. We embrace diversity and are committed to creating an environment where everyone feels a sense of belonging. Our Ways of Working Principles emphasize flexibility and the importance of balancing professional and personal commitments, allowing you to thrive both in and outside the workplace.

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What are the key behaviors needed for a Junior People Partner at Moonpig Group?

Key behaviors for a Junior People Partner at Moonpig Group include professionalism, adaptability, proactive problem-solving, effective communication, accountability, and a willingness to learn. Understanding stakeholder needs and being results-oriented are also critical to contributing positively to our team and the broader organization.

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How important is data analysis in the Junior People Partner role at Moonpig Group?

Data analysis plays a crucial role in the Junior People Partner position at Moonpig Group. By interpreting data related to employee engagement, exit interviews, and HR processes, you'll be able to provide valuable insights that drive decision-making and shape effective HR strategies. Your analytical skills will support proactive initiatives and enhance overall business performance.

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Common Interview Questions for Junior People Partner - Operations (12 month FTC)
Can you explain your understanding of the role of a Junior People Partner?

Certainly! As a Junior People Partner, I view the role as a collaborative position that bridges management and HR. The focus is on supporting business strategies through effective HR practices, ensuring employee needs are met while driving engagement and performance. Understanding both the business environment and employee perspectives is key to success.

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How would you approach building relationships with stakeholders?

Building relationships with stakeholders involves active listening, empathy, and open communication. I would make an effort to understand their needs and challenges, offer tailored support, and follow up consistently to keep the dialogue ongoing. Trust is key, and I’d prioritize establishing rapport through mutual respect and transparency.

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What HR systems or software are you familiar with?

I’m experienced in various HR information systems like SAP SuccessFactors and Workday. Additionally, I have worked with data analysis tools like Excel and Tableau for reporting purposes. Familiarity with HR dashboards enables effective tracking and visualization of engagement metrics, helping optimize HR operations.

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Can you give an example of how you would handle a challenging employee situation?

Handling challenging employee situations starts with active listening and understanding the concerns at hand. I would approach the situation with empathy, ensuring the employee feels heard, and provide honest feedback. Collaborating with management to address the issue effectively while maintaining confidentiality and integrity is paramount.

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What steps would you take to drive employee engagement?

To drive employee engagement, I would first assess current engagement levels through surveys and feedback mechanisms. Then, based on the insights gathered, I’d implement tailored initiatives that cater to employees’ needs, like recognition programs or team-building activities. Moreover, involving employees in the process fosters a sense of ownership and collaboration.

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How do you stay updated on employment law changes?

Staying updated on employment law changes involves regularly reading industry publications, attending HR workshops, and participating in professional networks. Also, I follow legal updates from reputable sources and utilize platforms like CIPD for resources. Continuous education ensures my practices comply with the latest laws and support the organization effectively.

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Can you discuss your experience in data analysis?

In my previous roles, I frequently engaged in data analysis to inform HR decisions. This included tracking recruitment metrics, analyzing turnover rates, and interpreting employee feedback. My focus has been on extracting actionable insights to improve HR strategies and overall business performance, which I believe is crucial for the Junior People Partner's role at Moonpig Group.

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Describe your approach to handling conflicts within a team.

My approach to handling conflicts begins with encouraging open communication among the team members involved. I believe in facilitating a safe space where everyone can express their views and emotions. Empathy plays a big role here. After understanding each perspective, I work on finding common ground and collaboratively developing a solution that acknowledges all sides.

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Why do you want to work for Moonpig Group as a Junior People Partner?

I am drawn to Moonpig Group because of its commitment to employee engagement and inclusivity. The emphasis on flexibility and understanding diverse work styles aligns with my values. I am excited about the opportunity to contribute to a positive culture and help craft HR strategies that foster growth and support employees effectively within such a vibrant environment.

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What qualities make you a strong candidate for this position?

My strong communication skills, adaptability, and proactive approach make me a strong candidate for the Junior People Partner role. With my solid background in HR advisory roles and a commitment to continuous learning, I am well-prepared to foster positive stakeholder relationships and contribute to effective employee engagement strategies at Moonpig Group.

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At Moonpig, we take pride in helping people turn something as simple as a piece of paper into a compassionate message of care.

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Full-time, hybrid
DATE POSTED
November 29, 2024

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