HR Business Partner

Job Overview

The HR Business Partner (HRBP) provides a combination of hands-on HR operational support, including employee relations expertise, and strategic business partnering to support leaders and employees across their business area. The role operates primarily as a trusted advisor to managers on all people matters to ensure fair, consistent, and legally compliant employee management, while also contributing to the development of a more strategic, proactive HR function as the business evolves.

• Act as a key HR contact for your business area, providing generalist support across the employee lifecycle.
• Build strong relationships with business area leaders to understand team structures, challenges, and priorities.
• Train, coach, support and offer guidance to stakeholders on the application of HR policies and procedures in line with current legislation.
• Manage HR policies, procedures, and compliance with employment legislation.
• Work collaboratively with the wider HR team to review, update, and implement HR policies and procedures, ensuring they are practical, compliant, and aligned with business needs.

• Support managers in dealing with complex casework, performance, attendance, and employee relations issues.
• Coach and build the confidence of managers to manage day-to-day people issues more effectively and independently.
• Identify patterns or recurring issues and work with the HR team to address root causes through training, communication, or policy changes, which will lead to improved people practices.
• Support investigations and hearings for complex or high-risk cases, sometimes involving external legal or regulatory input.
• Develop and maintain good relations with recognised trade unions, where applicable.

• Partner with senior leaders to understand business goals and align people strategies accordingly.
• Challenge and influence decision-making to ensure alignment with good people practice and company values.
• Work with leaders to improve team effectiveness and engagement.
• Deliver key HR initiatives, including workforce planning, restructuring, resourcing, talent management, pay and reward, employee relations, employee engagement, and performance management.
• Work with business area to provide people data insights.

• Support organisational changes such as restructures, role design, TUPE; driving engagement and communication strategies.
• Monitor employee engagement through VIBE Survey, identifying themes, and partnering with leaders to improve employee experience.
• Participate in HR projects that support longer-term people objectives ( employee engagement, leadership development, talent frameworks).
• Support the Head of HR in developing and embedding initiatives on culture, leadership capability, and workforce planning.
• Facilitate workshops, training sessions, and manager development programs.

• Use HR data and metrics ( turnover, absence, case trends, VIBE survey results, and demographics) to identify patterns and inform decision-making.
• Analyse ER and workforce data to highlight underlying issues and recommend targeted interventions.
• Support the development of dashboards or regular people reports that help leaders understand workforce trends and risks.
• Use insights from data to shape priorities for leadership development, engagement, and policy improvement.
• Collaborate with the HR team to improve data quality, reporting accuracy, and accessibility of people analytics.

Knowledge, Skills, Experience and Qualifications :

• CIPD qualification (Level 5 or above) or equivalent experience desirable.
• Proven experience as an HR Business Partner or HR Generalist within a fast-paced, evolving business.
• Strong employee relations expertise with a history of handling complex cases and a solid knowledge of UK employment law
• Demonstrated experience managing TUPE transfers, restructures, or large-scale organisational change.
• Ability to balance strategic thinking with hands-on delivery.
• Experience supporting change management and organisational transformation.
• Commercial awareness and ability to link people initiatives to business outcomes.
• Excellent communication, influencing, and stakeholder management skills.
• Ability to influence and persuade at a senior level, including the ability to coach managers to develop people management skills.
• Ability to manage a large and wide-ranging workload.

• Competitive Salary and pension scheme with life assurance
• Car Allowance
• 25 Days Holiday (plus 8 statutory Bank Holidays)
• Holiday buy-back scheme (5 additional days available)
• Employee Assistance Programme supporting wellness with immediate access to :
• 1. GP consultation and second opinions
• 2. Mental health support
• 3. Financial and Legal support
• 4. Wellbeing and healthy living support
• Employee referral scheme with financial reward
• Cycle to work scheme
• Professional Membership and Study Sponsorship
• Pass scheme (£100 to…