Human Resources Business Partner

• Partner with senior leaders to understand business priorities and develop people strategies that drive organisational success.
• Align HR initiatives with business objectives, ensuring workforce planning supports long-term growth and business continuity.
• Work with HRIS to leverage data-driven insights that inform HR decision-making and highlight areas of focus.
• Act as a champion for HR best practices and continuous improvement within the business, ensuring HR is seen as a proactive and value-adding function.

Talent & Performance Management

• Support talent acquisition efforts in collaboration with CoEs to attract and retain top talent, ensuring hiring practices align with business needs.
• Implement performance management frameworks, coaching managers on feedback, goal setting, and development planning.
• Support succession planning discussions and career development initiatives to ensure workforce readiness and leadership pipeline sustainability.
• Provide guidance on organisational design and job role development to enhance productivity and efficiency.

Employee Engagement & Change Management

• Drive initiatives to enhance employee engagement, workplace culture, and retention through data-led approaches.
• Support leaders in managing change effectively, including organisational restructuring, mergers, or process transformations, ensuring smooth transitions and employee buy-in.
• Act as a key stakeholder in internal communication strategies, ensuring employees are well-informed and aligned with business goals.
• Work closely with leadership to build a positive work environment where employees feel valued and supported.

HR Operations & Compliance

• Ensure HR policies and practices comply with employment law, industry standards, and best practices.
• Work closely with Shared Services to streamline HR processes and free up time for strategic initiatives, ensuring operational efficiency.
• Provide expert advice and manage complex employee relations cases, ensuring a fair, transparent, and consistent approach to issue resolution.
• Monitor HR compliance risks and proactively address potential challenges before they escalate.

Upskilling & Capability Building

• Promote continuous professional development within the HR team and leadership, identifying key areas for growth and implementing tailored learning solutions.
• Identify key skills needed in a growing organisation and implement upskilling strategies to future-proof workforce capabilities.
• Encourage knowledge sharing among HRBPs to enhance consistency in HR approaches and drive best practices across the business.
• Support leaders in developing their people management skills, fostering a coaching culture that empowers employees and enhances organisational capability.

HR Data & Insights

• Use workforce data and HR analytics to track trends, identify potential risks, and proactively address recurring issues through targeted initiatives.
• Develop and deliver regular reports on HR metrics, such as employee turnover, engagement levels, and performance trends, to inform leadership decision-making.
• Ensure HR initiatives are data-driven and aligned with business objectives, measuring their impact and continuously refining strategies based on insights.

Qualifications / Experience:

• CIPD Level 5 or above preferred, or equivalent relevant experience.
• Further HR or business-related qualifications desirable.
• Proven experience as an HR Business Partner or in a similar HR role within a fast-paced, dynamic environment.
• Strong track record of working closely with leadership teams to drive HR strategies and influence decision-making.
• Experience in change management, workforce planning, and employee relations, with a proven ability to navigate complex HR challenges.
• Demonstrated experience in leveraging HR data and analytics to drive business outcomes.
• Excellent relationship-building and stakeholder management skills, with the ability to influence at all levels.
• Strong analytical skills, with the ability to translate HR data into meaningful insights and actionable strategies.
• Problem-solving and decision-making capabilities, with a proactive and solutions-focused approach.
• High levels of emotional intelligence and adaptability, ensuring effective communication and leadership support.
• Proficiency in HR technology, systems, and reporting tools.