HR Business Partner

Key Responsibilities

HR Business Partnering & Generalist Support

• Act as the primary HR point of contact for designated business units, building strong, trusted relationships with managers and employees.
• Provide coaching and guidance to leaders on people matters, including performance, development, team dynamics, and organizational design.
• Support the full employee lifecycle: recruitment support, onboarding, probation, performance, career development, and offboarding.
• Partner with business leaders to identify people's priorities and translate them into actionable HR plans.

HR Operations & Processes

• Oversee day‑to‑day HR operations, ensuring accurate and timely administration of contracts, changes, promotions, leavers, and HR documentation.
• Maintain and update HR systems (HRIS), ensuring data accuracy and integrity.
• Support payroll processes by ensuring all HR changes are captured accurately and on time.
• Review and streamline HR policies, processes, and templates to drive efficiency and consistency.
• Ensure compliance with employment legislation, company policies, and best practice.

Employee Relations

• Manage and advise on a wide range of employee relations (ER) matters, including performance management, absence management, grievances, disciplinaryprocesses, and conflict resolution.
• Conduct or support investigations, ensuring fairness, confidentiality, and adherence to company procedures and legal requirements.
• Coach managers on early intervention and best practice approaches to prevent issues from escalating.Work collaboratively with legal counsel and/or external advisors where required.

People Reporting & HR Analytics

• Produce regular HR reports and dashboards (e.g., headcount, turnover, absence, engagement metrics, ER cases).
• Analyse data to identify trends, risks, and opportunities, and provide insight-driven recommendations to leadership.
• Support the development of KPIs and metrics that help measure the impact of HR initiatives and inform decision-making.
• Ensure data is handled in line with GDPR / data privacy regulations.

Employee Engagement & Culture

• Support the design, delivery, and follow-up of employee engagement surveys and feedback mechanisms.
• Partner with leaders to develop action plans that address engagement results and continuously improve the employee experience.
• Champion a positive, inclusive, and values-driven culture where employees feel heard, supported, and empowered.
• Support internal communications related to HR initiatives, culture, and change programmes.

Wellbeing & Inclusion

• Lead or support wellbeing strategies, initiatives, and events that promote mental, physical, and financial wellbeing.
• Work with internal and external stakeholders (e.g., EAP providers, wellbeing champions) to deliver effective wellbeing support.
• Embed wellbeing considerations into policies, practices, and ways of working (e.g.flexible working, workload management).
• Promote diversity, equity, and inclusion (DEI) and support related projects and training.

Learning & Development (Generalist Support)

•  Identify training and development needs in partnership with managers and employees.
• Support the coordination and implementation of learning and development initiatives (e.g., manager training, soft skills, compliance training).
• Encourage a culture of continuous learning and growth.

Skills, Experience & Qualifications

Essential:

• Proven experience in a HR Business Partner or HR Generalist role, ideally in a fast- paced environment.
• Strong working knowledge of HR operations, employment law, and best practice.
• Demonstrated experience in managing employee relations cases end-to-end.
• Experience with HR reporting and analytics, including Excel and HRIS systems.
• Ability to interpret and present HR data to inform decisions and influence stakeholders.
• Experience implementing or supporting engagement and wellbeing initiatives.
• Strong communication, interpersonal, and relationship-building skills.
• Confident in coaching and challenging managers constructively.
• Highly organised with strong attention to detail and the ability to manage multiple priorities.

Desirable:

• CIPD qualification (Level 5 or above) or equivalent experience.
• Experience in [industry, e.g., tech, professional services, manufacturing].
• Exposure to change management, organisational design, or project management.
• Experience working in a multi-site or international environment.---

Personal Attributes

• Trusted, approachable, and discreet; able to handle sensitive information with integrity.
• Commercially aware and solutions-focused, with a proactive mindset.
• Resilient and comfortable working with ambiguity and change.
• Collaborative and team-oriented, with a passion for improving the employee experience.
• Committed to continuous improvement and professional development.

Salary: Attractive