HR Business Partner

Job description

HR Strategies & Operations

• Support the business in formulating HR strategies, policies, procedures and plans in all areas.
• Develop and maintain strong relationships with all stakeholders.
• Maintain visibility amongst client group which includes regular travel.
• Actively identify gaps and propose necessary changes to reduce risk, by influencing managers to bring forward best solutions.
• Act as a single point of contact for employees and managers advising on Company policies and procedures.
• Maintain and update trackers to ensure accurate reporting and to support.

Change Management

• Lead and support organisational change initiatives, guiding managers and teams through transitions.
• Assist managers in planning and implementing changes.
• Work with stakeholders to create consistent messaging and coach managers in adapting to new structures, processes, and ways of working.
• Support senior management in preparing high-level presentations and reports.

Employee Relations

• Oversee, advise and support managers with employee relation issues (capability and performance, disciplinary issues, grievance, incapacity and long-term sickness).
• Manage employee relation formalities ensuring processes are timely, fair and consistent.
• Organise and attend hearings/meetings as HR representative and note taker, ensuring all relevant paperwork is prepared.
• Equip managers with the tools and resources to handle day-to-day employee relations concerns.
• Stay updated on employment law to ensure policies and procedures reflect legislative changes and guide managers in maintaining compliance.

Performance Management

• Act as a driver of performance improvement, promoting positive changes in people management.
• Support managers in setting clear, measurable performance KPIs aligned with business goals.
• Collaborate with line managers to implement performance management activities.

Learning & Development

• Assist managers in identifying training needs aligned with organisational objectives.
• Design and deliver engaging training on key HR topics, including employment law, diversity, equity & inclusion, performance management, recruitment, and disciplinary procedures.
• Source, arrange and collaborate with external training providers.
• Evaluate training courses for effectiveness of future use.

Recruitment

• Provide a systematic recruitment and selection service to meet the Company’s resourcing needs by managing the end-to-end recruitment process.
• Promote ownership to hiring managers, encouraging a proactive approach that anticipates future talent needs.
• Assist in creation of accurate job descriptions and person specifications, and regularly review recruitment materials.
• Challenge existing ways of thinking and promote innovative approaches in the recruitment process, advising managers on the various methods for filling vacancies and making recommendations for which to use.
• Provide advice on selection tools such as personality profiling, aptitude and skills testing.
• Manage job offering, rejections and feedback sessions to external and internal candidates.
• Assist in onboarding and induction processes ensuring a positive candidate experience and monitoring outcomes for continuous improvement.

Diversity, Equity & Inclusion

• Champion DEI working with the HR and management team to integrate diversity, equity and inclusion practices into all people processes and activities.