Back to search
HR Business Partner
As the HR 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 providing strategic and operational HR support.
Benefits:
- Salary between £55-65k per annum, dependent on experience
- 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 10 years experience in an HR Business Partner role, with significant experience in employee relations.
- Bachelor’s degree in human resources, or a related field, or CIPD Level 7 certification.
- Strong understanding of HR principles, employee relations, 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:
- Manage employee relations issues, ensuring compliance with company policies.
- Act as a trusted advisor to the business, providing strategic and operational HR support.
- Develop HR performance and strategies to ensure employee goals align with company objectives
- Facilitate talent management and succession planning.
Employee Relations:
- Manage and resolve complex employee relations issues, ensuring compliance with company policies and employment law.
- Provide guidance and support to managers on employee relations matters, including disciplinary actions and grievances.
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 organisational 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.
