UK Direct Entry Graduate Scheme - Opportunities

Numerous aspects of Human Resources activities, both within generalist and specialist areas, are covered by this function across Airbus UK. These include:

Shared Service Centre Payroll, Time and Data Management as well as Transactions. Employment and Organisation Recruitment, Organisational Development - HR Information Systems, Reporting and KPIs. Training, Skills and Culture Development Performance Management, Employee Development, Leadership and Management Development, Personal Effectiveness, Manufacturing Skills Development, and Environmental, Health and Safety. Compensation and Benefits Salary Policy, Reward and Grading Structure, Pensions, Additional Benefit Schemes. Career Management Career Management, PROSPECT and Performance Development Review, International and Transfunctional mobility and Diversity Management. Employee Relations Airbus UK Employment Framework, Airbus UK Policies, Terms and Conditions, Discipline and Grievance policy and process, Trade Union consultation and Employee Representative development. Client-facing HR Business functions, Engineering and Manufacturing Centre of Excellence Wing. Entry Requirements: You will need to have a relevant Bachelors or Masters degree or equivalent. Relevant degree subjects include Human Resources Management, Organisational Development and Occupational Psychology. Part or full membership of the Chartered Institute of Personnel and Development is preferred and fluency in French, German or Spanish would be desirable. Ideally these should be coupled with some work experience gained in a Human Resources Department.

Case Study - Florence LeMonnier

As a member of the Employee Relations Team, I was in charge of developing a training programme for the Airbus UK Trade Unions Representative (about 120 Trainees).

As part of the project, I undertook a Training Needs Analysis to identify the skills required from the Shop Stewards and the Senior Stewards. I was responsible for benchmarking the training providers, as well as comparing internal and external options. I also looked at funding opportunities from the Unions' regional organisations.

To me, this was a very valuable experience, as the project crossed two areas of HR - employee relations and training, skills, culture and development.

My negotiation and influencing skills have developed as a result of liaising, on a regular basis, with the Trade Unions, in order to discuss the content of the programme, the methods of training and the choice for providers. In addition, I have gained some experience of training programme design as well as increasing my knowledge of the Trades Union structure in Airbus and EADS Manufacturing.






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