HR Business Partner

Job Purpose

The role will work in partnership with key stakeholders to translate strategic people objectives into actionable plans, driving effective people solutions that support business goals and mitigate risk. You will play a critical role in advising, coaching, and partnering with managers throughout the employee lifecycle, from recruitment through to development and retention.

As an HR Business Partner, you will provide a proactive and efficient service, leveraging data-driven insights to inform decisions and support managers in achieving operational excellence. You will also act as the liaison between client groups and Centres of Expertise within HR, ensuring effective communication and collaboration.

Key Responsibilities

People Strategy & Workforce Planning

• Develop and implement local people strategies to support the attraction, retention, engagement, and development of staff within the Faculty/Professional Services Division, aligning with the overall HR strategy.

Talent & Succession Management

• Lead succession planning and talent management initiatives, ensuring a diverse talent pipeline using organisational frameworks and practices.

Recruitment & Selection

• Support the recruitment of senior roles, coordinating inclusive attraction and selection campaigns to ensure the leadership pipeline remains strong and diverse.

Diversity & Inclusion

• Partner with line managers and the Central EDI team to improve diversity at senior levels, supporting initiatives that enhance representation and inclusion across the Faculties/Divisions.

Employee Relations

• Collaborate with line managers to address informal employee relations issues and work closely with the Employee Relations team to resolve formal cases.

Training & Development

• Work with line managers and the Organisational Development team to create tailored local development plans, ensuring strong retention and succession within the Faculties/Divisions.

Performance Management

• Support line managers to conduct effective appraisals, recognise and reward high performance, and address underperformance where necessary.
• Wellbeing & Employee Support
• Collaborate with line managers and the Workplace Health team to embed a culture of wellbeing within the Faculties/Divisions, ensuring staff support is prioritised.
• Job Evaluation & Organisational Change
• Assist with the job evaluation process and support senior teams through organisational change, working with the Employee Relations team when needed.
• HR Process & Policy Guidance
• Advise and support line managers on the consistent application of HR policies and procedures, ensuring alignment across all areas of the HR agenda.
• Coaching & Development
• Provide coaching and training to line managers, building HR capability and ensuring best practice across the Faculty/Divisions.
• Project Work & Collaboration
• Participate in working groups and contribute to project work and research that supports both local and central HR strategies, driving continuous improvement.

Key Relationships

• Internal Partnerships
• Work closely with local HR teams, line managers, and colleagues from Professional Services areas (e.g., Finance, Estates, Information Services, Communications & Marketing) to ensure alignment of people strategies with organisational goals.
• Coaching & Leadership
• Line manage, coach, and develop any allocated staff members, fostering a high-performance team culture.

Person Specification/ Experience Required

• Proven experience in HR business partnering with a focus on talent management, employee relations, performance management, and diversity and inclusion.
• CIPD Level 5 qualified or equivalent.
• Worked in a 'matrix’ organisation.
• Experience of line managing staff.
• Experience in an HR specialist and generalist role in a complex organisation.
• Strong knowledge of HR processes, policies, and best practices, with the ability to provide practical, evidence-based advice.
• Excellent interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels.
• Ability to manage multiple priorities and work under pressure, while maintaining a proactive and organised approach.
• A commitment to fostering a supportive, inclusive, and high-performance work culture.