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The Opportunity: You will play a key role in partnering with business stakeholders to deliver their People Plan, supporting initiatives such as organisational design, transfers, talent management, succession planning, and employee engagement.
You will provide proactive, professional direction and support, acting as a commercially aware Business Partner and applying best practice HR solutions tailored to meet business needs.
Key Responsibilities:
- Build and maintain collaborative working relationships with the business.
- Develop HR solutions that enhance business performance by improving efficiency, effectiveness, and strategic planning.
- Drive talent and succession reviews, build succession plans, and help identify and nurture talent to meet future business needs.
- Support leaders in fostering an inclusive environment that maximises the contribution of all staff and promotes performance.
- Mentor and guide the HR Advisor in managing employee relations cases, providing guidance and opportunities for expertise development.
- Lead complex or high-risk employee relations cases, using sound commercial judgement to manage sensitive situations effectively.
- Collaborate with external legal teams (as needed) to handle high-risk tribunals and ACAS conciliations.
- Advise and support the business on organisational change, large-scale transformations, and restructuring activities to ensure robust plans.
- Drive the implementation and adoption of core HR processes within the business, acting as a liaison between the business and HR services.
- Monitor HR service levels and foster relationships to ensure continuous improvement and regular reviews of customer needs.
- Ensure the adoption and consistent application of HR calendar events such as pay reviews, bonus entitlements, and survey results.
- Lead and support the implementation of HR projects within the business.
- Level 7 CIPD qualified (or equivalent knowledge gained through demonstrable experience).
- Proven track record as an HR generalist with exceptional business partnering experience.
- Comprehensive understanding of HR management aspects, including resourcing, talent management, succession planning, change management, and employee relations.
- Demonstrated success in implementing HR interventions that contribute to the bottom line.
- Up-to-date knowledge of practical HR principles, practices, and current employment legislation.
- Experience supporting large and/or complex organisational changes, including restructuring, redundancies, and TUPE transfers.
- Desirable: Experience within a national construction/engineering organisation.
