HR Business Partner

Michael Page
North London

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.

Employee Relations (ER)
  • 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.

Talent, Succession & Workforce Planning
  • 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)

Management of Annual HR Processes
  • 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.

Payroll and Benefits Governance
  • 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).

Change & Organisation Development
  • Support organisational change (e.g., restructures, role changes, post-acquisition integration and TUPE processes).

HR Data, Reporting & Compliance
  • 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.
Posted 2025-12-20

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