HR & Learning & Development Business Partner

HR & Learning & Development Business Partner

As the HR & Learning & Development Business Partner, you will be a key member of our team, you will collaborate with internal managers and staff to align business objectives with employee needs. Your primary focus will be driving and delivering the learning and development strategy, enhancing capability, customer service, and overall performance.

Benefits:

• 25 Days Holidays, plus your Birthday Day off
• Competitive salary
• Pension (salary sacrifice) - up to 5% Company Contribution
• Life Assurance - up to 3x Salary
• Staff Discount
• Cycle to work scheme
• Wider Wallet - Offers high street and online store discounts.

Knowledge, Skills & Experience Required:

• Minimum of 5 years experience in an HR Business Partner role, with a specific emphasis on Learning and Development.
• Bachelor’s degree in human resources, Business Administration, or a related field, or CIPD Level 7 certification.
• Proven track record in designing, implementing, and delivering effective learning and development programs.
• Strong understanding of HR principles, practices, and employment laws.
• Excellent interpersonal and communication skills.
• Ability to build robust relationships and influence stakeholders at all levels.
• Proficiency in HRIS and learning management systems.
• Proficient in Microsoft Excel, Word, and PowerPoint.

Key Areas of Responsibilities:

HR Business Partnering:

• Act as a trusted advisor to the business, providing strategic and operational HR support.
• Develop and deliver HR and training strategies aligned with business goals.
• Manage employee relations issues, ensuring compliance with company policies.
• Facilitate talent management and succession planning.

Learning and Development:

• Design, implement, deliver, and evaluate learning programs, with a focus on Sales and Customer Service.
• Conduct training needs analysis to identify gaps and deliver targeted initiatives.
• Oversee the creation and delivery of engaging training content using various methods (e-learning, workshops, on-the-job training).
• Measure program effectiveness through feedback and performance metrics.

Talent Management:

• Create and implement talent acquisition, retention, and development strategies.
• Identify high-potential employees and develop robust talent pipelines.
• Support performance management processes, including goal setting and performance reviews.

Change Management:

• Lead and support change initiatives to enhance effectiveness and employee engagement.
• Provide coaching during periods of organizational change.

Employee Engagement and Culture:

• Drive a positive culture by implementing employee engagement initiatives, including surveys and focus groups.
• Ensure HR policies comply with legal requirements and industry standards.
• Regularly update and communicate HR policies and procedures.