HRBP

Strategic People Planning & Innovation

• Continuously bring external insight and fresh thinking to inspire revolutionary people initiatives tailored to G. Network's growth and transformation goals.
• Act as a thought partner to operational leaders, diagnosing people-related challenges and co-creating strategies that drive long-term organisational performance.
• Lead and contribute to cross-functional people projects that elevate our employee experience and position us as an employer of choice.
• Maintain awareness of employment legislation, HR trends, and sector shifts, embedding these into people practice and conversations across the team

Employee Relations & People Operations

• Coach managers to address employee relations matters early, fairly, and confidently, with a focus on proactive resolution and well being.
• Partner with Peninsula our ER advisory service and ensure managers are using this service and that service standards from the provider are meeting the SLAs

• Partner with hiring managers to build robust talent pipelines, ensuring that all recruitment aligns with our values, culture, and diversity goals.
• Ensure an outstanding onboarding experience that sets new hires up for success and retention.
• Lead the continuous improvement of recruitment tools and processes, including job descriptions, interview frameworks, PSL management, and compliance checks.
• Monitor temporary workforce usage to ensure effectiveness, value for money, and alignment with permanent headcount plans.

Organisation Design & Change

• Support managers in organisational design, ensuring changes such as restructures are well planned, people-centric, and legally compliant.
• Act as a change champion, helping teams navigate transformation and embedding new structures or ways of working effectively.
• Facilitate talent reviews and support the creation of practical, forward-looking workforce and succession plans.

Performance, Reward & Recognition

• Use people data to identify performance trends, influence interventions, and help retain high-performing colleagues.
• Support calibration and review of performance conversations and appraisals, ensuring consistency and development focus.
• Provide insight into reward practices, helping to shape and communicate benefits and recognition approaches that support our EVP.

Learning & Development

• Develop and deliver engaging induction and mandatory training sessions to support compliance and colleague engagement.
• Work with managers to identify skill gaps and deliver targeted learning solutions that increase capability and readiness for growth.
• Monitor completion of essential training and maintain high compliance standards across the business.
• Create and deliver the Line Managers toolkit

Business Partnering & Self-Development

• Be accountable for achieving people-related KP ascross recruitment, development, engagement, and retention.
• Offer coaching and real-time feedback to managers on leadership behaviour and people impact, driving accountability and modelling our values.
• Actively invest in your development as a Business Partner by engaging with external networks, thought leadership, and learning resources.