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.

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.