HR Business Partner

Key Responsibilities

• Develop and implement people strategies aligned with business objectives, translating priorities into clear people plans and initiatives.
• Build strong relationships with senior leaders and stakeholders, acting as a trusted adviser and providing pragmatic, commercially focused advice on people matters.
• Develop a strong understanding of supported business areas, identifying people priorities, risks and opportunities and ensuring the People function is involved in key decisions.
• Partner with leaders to plan, deliver and embed organisational change, including transformation, restructuring and business improvement initiatives.
• Lead and contribute to people projects, driving effective planning, delivery and continuous improvement across people practices and processes.
• Coach and challenge leaders to strengthen their people management, decision-making and leadership capability, supporting a culture of accountability and high performance.
• Provide expert guidance on employee relations, including complex and sensitive cases, balancing employment legislation, organisational policy, employee needs and commercial considerations.
• Keep up to date with employment legislation and best practice, ensuring people decisions and processes remain compliant and effective.
• Partner with recruitment, talent and learning teams on workforce planning, succession, development, engagement and organisational capability initiatives.
• Lead, coach and develop junior People/HR team members, providing direction and support to ensure high-quality advice and service delivery.
• Collaborate with People Operations and specialist teams to deliver effective people processes, accurate data and clear employee communications.
• Identify and implement opportunities to improve organisational effectiveness, employee experience and the efficiency and quality of people practices.

Personal Specification

• Significant experience in HR/People Business Partnering or senior HR advisory roles, with strong experience across employee relations, people strategy and organisational change.
• Proven experience advising and influencing senior stakeholders in a commercially focused, fast-paced environment.
• Strong commercial judgement, with the ability to balance business priorities, employee needs and employment law when making recommendations.
• Confident handling complex employee relations matters and providing constructive challenge to leaders.
• Strong coaching and influencing skills, with experience developing managers and building people-management capability.
• Excellent understanding of employment legislation and its practical application.
• Able to analyse complex issues, identify risks and opportunities, and provide clear, pragmatic recommendations.
• Adaptable and comfortable operating through organisational change, ambiguity and competing priorities.
• A relevant HR qualification such as CIPD Level 5+ is desirable, but equivalent experience will be considered.

Benefits Include

• Hybrid working
• Flexitime
• 25 days holiday, plus bank holidays, Birthday off, and purchasing scheme