MidFull TimeEN
Background
Kelvin Power is a specialist Design and Engineering Business Unit (BU) within VINCI Energies UK and RoI, operating at the forefront of the UK’s energy transition. The business delivers high-value technical, commercial and advisory services across multiple offices in England and Scotland, supported by a Global Design Centre in India, enabling a truly integrated and international delivery model.
We operate in a high-tech, rapidly evolving segment of the Transmission and Distribution (T&D) sector, supporting the development, integration and optimisation of critical energy infrastructure. Our clients include major grid operators, renewable energy developers (including offshore wind), battery energy storage providers, data centre developers, investors, and government bodies and regulators. Our work sits at the intersection of engineering innovation, digitalisation, and regulatory frameworks, contributing directly to the delivery of a resilient, low-carbon energy system.
Kelvin Power’s capabilities span a range of specialist workstreams, including advanced engineering and design, project and programme management, strategic and regulatory advisory, and product and solution development. We combine deep technical expertise with commercial and regulatory insight to deliver solutions that are not only technically robust, but also financeable, operable and compliant within complex market and policy environments.
Role
This is a high-impact, business-facing HR role at the heart of a fast-growing, high-tech energy organisation. The role combines strategic influence with hands-on delivery, partnering closely with the Leadership Team to shape and implement people strategy while owning the full employee lifecycle, from attracting and hiring top talent, to development and engagement and offboarding. It offers the opportunity to lead end-to-end recruitment, drive learning and development, support complex employee relations, and use data and systems to continuously improve how the business operates.
The successful candidate will play a key role in building a high-performing, future-ready workforce, contributing directly to the growth and success of a cutting-edge engineering business at the forefront of the energy transition, while also supporting the wider ambitions of a world-class, people-centric VINCI Energies global organisation.
Academic Qualifications:
CIPD Level 5 Qualified or above
Professional Qualifications:
CIPD Membership
Experience:
5 years’ experience in a generalist HR role
Knowledge & Skills:
Confident with standard Microsoft Applications; Word, Excel, Powerpoint Outlook etc.
Experience in using and managing a HR Information System, including reporting.
Some commercial understanding, budgeting & cost control, reporting practices
Coaching, influencing and diplomacy skills
Accountabilities:
Accurate and pro-active delivery of HR processes, administration and general HR service to the business
Implementation of effective people strategies and activities within the business
Responsibilities:
General
Provide accurate advice to all key stakeholders, including the Leadership Team, displaying professionalism and confidentiality. Deliver a great service on time, taking ownership and following up on general enquiries. Help to plan, develop and implement the strategy for HR management and development.
Recruitment
Lead and manage end‑to‑end recruitment for the Business Unit using the ATS platform.
Partner with Hiring Managers to define role requirements, confirm approvals and ensure roles are budgeted before advertising.
Create, publish and manage job adverts in the ATS using approved templates and inclusive language.
Manage candidate pipelines, including screening, interview coordination and selection processes, ensuring fairness and consistency.
Advise Hiring Managers on compliant recruitment practices, interview scoring and selection decisions.
Coordinate the offer process, ensuring appropriate approvals are obtained prior to issue.
Ensure all recruitment activity complies with equality, GDPR and Right‑to‑Work requirements.
Maintain accurate recruitment data and provide reports as required to support workforce planning and recruitment effectiveness.
Employee Relations
Provide HR advice and support for all employee relations activity, drawing on the expertise within the wider VINCI Energies Group where appropriate
Learning and Development
Be the primary owner of the Kelvin Learning and Development plan, ensuring that any learning events are appropriately recorded.
Administrative Processes
Manage all routine administrative processes, such as Contract of Employment, Leavers Letters, Salary Letters, references in an accurate and organised manner.
Systems
Maintain accurate records on the HRIS. Research ways to improve automation and self-service.
Reporting and Data Analysis
Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales. Carry out the quarterly and year end VINCI Energies HR reporting for the BU.
Employee Lifecycle
Own the onboarding/Induction of all new recruits. The HRBP also owns the offboarding of employees who leave the company.
DiSC Assessments
Administer and provide feedback on DiSC assessments and deliver DiSC workshops.
Policies and Legislation
Maintain and update policies and procedures ensuring the company is compliant with rules and regulation. Maintain awareness and knowledge of up to date HR theory and methods
Continuous Improvement and Projects
Be inquisitive and appropriately challenge existing processes to continually add value to the business, automating transactional activity wherever possible. Lead projects and contribute to the evaluation and development of HR strategy and performance in co-operation with the Senior Leadership Team.
Behaviours:
Proactively seeks to understand the business, its strategy, risks and challenges.
Aligns HR advice and solutions to commercial and operational priorities.
Balances people outcomes with business performance and sustainability.
Provides pragmatic, solution‑focused HR advice that enables leaders to make confident decisions.
Avoids unnecessary bureaucracy while maintaining legal, policy and governance standards.
Helps managers navigate complexity rather than creating additional barriers.
Takes ownership for issues through to resolution and follows through on commitments.
Acts as a “one‑stop point of contact”, coordinating with other support functions where required.
Is accountable for the quality, timeliness and impact of HR support provided.
Builds trusted, credible relationships with leaders, managers and employees at all levels.
Works collaboratively across support functions to deliver joined‑up solutions.
Demonstrates approachability, professionalism and respect in all interactions.
Anticipates people risks and opportunities, raising them early with leaders.
Uses insight, data and experience to influence future workforce and capability decisions.
Challenges constructively where decisions or behaviours present risk to people or the business.
Applies policies and practices consistently while recognising the need for proportionate judgement.
Acts with integrity, fairness and confidentiality at all times.
Role‑models company values and expected leadership behaviours.
