People Business Partner - Technical

For almost 50 years, Atlassian Williams F1 Team has been at the forefront of one of the fastest sports on the planet, being one of the top three most successful teams in history competing in the FIA Formula 1 World Championship.

With an almost unrivalled heritage of engineering and racing F1 cars and unforgettable eras that demonstrate it is a force to be reckoned with, the British squad boasts 16 F1 World Championship titles to its name.

Since its foundation in 1977 by the eminent, late Sir Frank Williams and engineering pioneer Sir Patrick Head, the team has won nine Constructors’ Championships, in association with Cosworth, Honda and Renault.

Its roll call of drivers is legendary, with its seven Drivers’ Championship trophies being lifted by true icons of the sport: Alan Jones, Keke Rosberg, Nelson Piquet, Nigel Mansell, Alain Prost, Damon Hill and Jacques Villeneuve.

The team has made history before and is out to make it again with a long-term mission to evolve and return to the front of the grid.

The People Business Partner is a strategic advisor to business-area leadership accountable for driving the Williams People Strategy and shaping an elite, high-performance culture aligned to our values & behaviours.

Partnering closely with business-area leaders and the wider People function, the PBP translates business-area goals and challenges, into customer-focused People strategies and executable plans.

The role works cross functionally to deliver seamless execution of in our People Plan and maximise impact in a fast-paced, high-performance environment.

Act as a trusted business partner to business-area managers and leaders, building effective and trusted partnerships to enable the successful delivery of the People Plan.

• Develop management capability using the Williams Values & Behaviours framework to further strengthen our high-performance culture at all levels of the organisation.
• Advise, coach and empower managers and employees to drive employee engagement action plans and a high-performance culture.
• Work with business-area leadership to identify skills and capability gaps to develop future focussed workforce strategies. Partner with the Finance department and Early Careers to create and implement effective workforce planning processes to address future capability needs.
• Support people planning and review processes, including talent review, capability development and succession planning, providing sufficient challenge to business-area leaders, and engaging with the Talent and Leadership function on training needs identification, and solutions that improve talent development and retention.