Assistant Business Manager

• Manage and maintain an accurate workforce plan for the CFO teams, providing a central point of contact for workforce changes and requirements, and monitor performance against plans
• Lead on recruitment approval and contract extension processes across the CFO Directorate
• Support the CFO teams and Finance Business Partners with business planning and quarterly forecasting activities, escalating to the Senior Business Manager as required
• Support the delivery of key business improvement projects as well as change initiatives driven by individual CFO departments
• Support the day-to-day running of the CFO Directorate by resolving operational issues across the CFO departments and queries from corporate support functions (e.g. HR, Finance, Facilities, Comms, etc.)
• Support the CFO teams with Procurement processes, including purchase orders and contract variations
• Contribute to department leadership team meetings and briefings, as required
• Act as an information conduit between CFO department leadership teams and corporate support functions
• Provide ad hoc support to the Senior Business Manager, as required
• Actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work, and support and comply with all organisational initiatives, policies and procedures on EDI

• Ability to multitask and manage conflicting priorities to agreed deadlines
• Ability to analyse data and information, and present clearly
• Communication and stakeholder management skills
• Influencing and negotiation skills, with the ability to tailor approaches for different audiences
• IT skills, including Excel, PowerPoint, Visio and Oracle ERP

• Understanding of project management tools and techniques
• Understanding of HR data, processes and reporting
• Understanding of Finance data, processes and reporting
• Understanding the application of effective governance and control frameworks

• Experience of monitoring business performance and developing reports
• Project management experience
• Experience of managing resourcing requirements

The post-holder is expected to behave at all times in a manner consistent with the HS2 values of Safety, Leadership, Integrity and Respect

It is expected that you will actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work and support and comply with all organisational initiatives, policies and procedures on EDI.

As HS2 Ltd do not hold a sponsorship license from the Home Office, we are not able to provide sponsorship to any applicant. Applicants must already have the Right to Work in the UK at the time of application and our process involves a Right to Work validation prior to the interview stage. Note, there are certain types of time-bound visas that we cannot accept.

Any offers made to applicants will be subject to satisfactory completion of pre-employment checks which include Nationality & Immigration Status, employment references, DBS, Financial and Education checks.

We ask for a variety of detail in your online application, however we perform the first assessment of suitability for a role based solely on the information in your CV. In a further development of our efforts to create a more diverse workforce, your CV will be anonymised and personal information will be removed during the first stage of the application review. This removes bias from the process and makes it even more important that you attach an updated word version of your CV for each new application ensuring you include evidence directly related to the criteria in the job advert.

Watch this video on how we remove bias in the recruitment process: Removing bias in the recruitment process (youtube.com)

Any applications received after the closing date will not be considered.

High Speed 2 (HS2 Ltd) will be the UK’s new high speed rail network. As well as improving capacity, the new scheme will shorten journey times between a number of Britain’s major population centres, boost the economy and create thousands of jobs.

HS2 Ltd will create a skills legacy and develop a diverse range of talent. We aim to be a leader in EDI practice by creating a safe & inclusive working environment for all our staff - living our values of Safety, Respect, Integrity and Leadership.

In practice, this means we are positive and inclusive about making adjustments, providing flexible working, encouraging our staff networks to flourish and providing personal and professional development opportunities.

HS2 Ltd is also a safety-critical organisation. Employees are required to ensure reasonable care of their own and others’ health and safety by taking personal responsibility for working to our ‘Safe at Heart’ programme principles and following safe working procedures at all times.

HS2 Ltd endeavours to ensure everyone working for us and with us feels included, thrives and achieves their full potential.