Description:
As a Human Resource Business Partner, you will be partnering with business leaders and managers to deliver a proactive, commercial HR service aligned to business objectives and provide confident, pragmatic advice across the full employee lifecycle, including performance, absence, conduct, grievance and capability.
Key Responsibilities:
- Act as a trusted strategic partner to business leaders, translating business priorities into pragmatic people plans that support growth, performance, productivity and organisational effectiveness.
- Lead the delivery of the people agenda across assigned accounts or business units, including talent management, performance, succession, engagement, organisational design and workforce planning.
- Provide expert guidance on complex employee relations matters, including conduct, grievance, capability, absence, performance, consultation and other sensitive casework, ensuring fair, consistent and legally compliant outcomes.
- Support organisational change programmes such as restructures, TUPE transfers, consultation activity and business transformation, ensuring people impacts are effectively managed and risks mitigated.
- Coach and influence senior managers to strengthen leadership capability, improve people management practice and embed a high-performance, inclusive culture.
- Partner with specialist HR teams and business stakeholders to deliver joined-up solutions across recruitment, reward, learning, mobility, compliance and employee experience.
- Use people data, insights and trend analysis to inform decision-making, identify risk, improve retention and performance, and recommend continuous improvement actions.
Principal Accountabilities:
- Build strong, credible relationships with senior leaders and key stakeholders to understand business priorities and shape commercially focused people solutions.
- Develop and deliver people plans aligned to business strategy, covering workforce planning, talent, succession, engagement, organisation design and capability building.
- Lead complex employee relations activity end-to-end, balancing legal compliance, policy application, employee experience and business outcomes.
- Provide strategic and operational HR input to change initiatives including restructures, TUPE, consultation, redundancy, integration and transformation programmes.
- Coach, challenge and support leaders and managers on people-related decisions, building confidence and capability in performance management, engagement and risk management.
- Analyse HR metrics and themes such as attrition, absence, ER trends and capability gaps, presenting insight-led recommendations to support business decision-making.
- Ensure effective implementation of HR policies, governance standards and UK employment legislation, identifying opportunities to improve process efficiency and reduce organisational risk.
- Work collaboratively with centres of expertise, shared services and wider business teams to ensure a seamless and consistent colleague experience.
- Lead or contribute to HR projects and strategic initiatives within agreed timelines and budgets, delivering measurable business and people outcomes.
- Maintain the highest standards of professionalism, confidentiality and integrity while representing HR internally and externally.
Key Skills, Knowledge, and Experience:
- Proven experience as a HR Business Partner or in a similar strategic HR role within a complex, fast-paced and matrixed environment.
- Strong working knowledge of UK employment law and HR best practice, with demonstrable experience of managing complex employee relations cases and organisational change.
- Experience supporting restructures, consultation processes, TUPE transfers and business transformation initiatives.
- Strong commercial acumen, with the ability to balance business priorities, people risk and employee experience in decision-making.
- Excellent stakeholder management, coaching and influencing skills, with credibility to work effectively with senior leaders and managers at all levels.
- Ability to interpret and use people data to identify trends, diagnose issues and recommend evidence-based solutions.
- Strong communication skills, including the ability to handle sensitive conversations, present recommendations clearly and produce high-quality written documentation.
- Resilient, pragmatic and solution-focused, with sound judgement and the ability to manage competing priorities in a high-pressure environment.
- Proficient in Microsoft Office applications and comfortable working with HR systems, reporting tools and confidential employee data.