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Human Resources Business Partner
£37,000 to £45,000 per annum
FTC till Summer 2026, Full time
Bristol, Hybrid
Public Sector
Role Purpose:
The Human Resources Business Partner (HRBP) will provide strategic HR support, partnering with key stakeholders to deliver people management strategies that support the business objectives. The post holder will act as a trusted advisor, driving forward HR initiatives, influencing leadership teams, and ensuring the effective implementation of people policies and practices that contribute to workforce efficiency, employee engagement, and organisational success.
Duties and Responsibilities:
- Strategic HR Partnership: Work closely with department leaders to develop and implement HR strategies that align with the organisation's objectives, ensuring the provision of tailored HR advice and solutions.
- Employee Relations: Manage complex employee relations issues, providing expert advice and ensuring the organisation remains compliant with employment law and internal policies.
- Talent Management: Lead on workforce planning, performance management, and succession planning, identifying development needs, and supporting initiatives to build leadership capacity.
- Change Management: Support departments in managing organisational change, including restructures, redundancies, and TUPE transfers, ensuring smooth transitions and compliance with relevant legislation.
- Learning and Development: Collaborate with the Learning and Development team to ensure the delivery of training initiatives that align with organisational goals, addressing skills gaps and supporting staff development.
- Policy Development: Contribute to the review and development of HR policies and procedures, ensuring they meet legislative requirements and reflect best practice within the public sector context.
- Diversity and Inclusion: Promote an inclusive workplace, contributing to initiatives that improve equality, diversity, and inclusion across the organisation.
- HR Metrics: Utilise HR data to provide insights and recommendations, monitoring key HR metrics to drive improvements in performance and employee satisfaction.
- Performance Management: Lead on improving performance management processes, ensuring that managers are equipped with the tools and knowledge to support staff effectively.
