HR Business Partner
Strategic HR Partnering
- Partner with managers and the HR Manager to translate business plans into people plans (structure, capability, succession, resourcing).
- Coach and develop managers to address performance, conduct, and attendance issues effectively.
- Provide HR insights (trends, external benchmarks, HR data and trends) to inform business decisions.
- Lead complex and sensitive ER cases (e.g., grievance, disciplinary, capability, long-term absence, change).
- Upskill managers to handle lower-level ER matters independently; develop tools and guidance to support this.
- Identify critical roles and successors; maintain succession and talent pipelines.
- Support annual performance, talent, and reward cycles with clear guidance and data.
- Feed development needs into L&D plans and targeted programmes (e.g., ER capability for managers, career pathways and employee and manager development)
- Manage a small team.
- Oversee key annual cycles including the people survey, salary review, performance and appraisal processes.
- Support delivery of ad hoc HR projects.
- Assist the HR Manager as required on projects and business needs.
- Oversee and establish clear governance of payroll and benefits processes.
- Ensure consistency, efficiency, and strategic alignment across all HR operations.
- Oversee and manage the day-to-day HR administration, including payroll inputs and pension processing and onboarding.
- Oversee quality and consistency of HR processes (onboarding, probation, changes to terms, exits).
- Support organisational change (e.g., restructures, role changes, post-acquisition integration and TUPE processes).
- Analyse ER, absence, turnover, and headcount data to identify trends and recommend interventions.
- Ensure policies are current, consistently applied, and understood by managers.
- Maintain accurate records and ensure compliance with HR systems and processes.
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