Senior HR Business Partner

Key Accountabilities

Strategic Business Partnering

• Act as a trusted advisor to the Head of Operations and business area leadership team on the people agenda.

• Develop and implement people strategies that enable the achievement of business objectives and operational plans.

• Translate business strategy into actionable people plans and measurable HR outcomes.

• Challenge and influence senior stakeholders to drive effective decision-making and organisational performance.

• Ensure the HR agenda is fully aligned with operational commercial and growth objectives.

• Drive a proactive commercially focused HR partnering approach across the UK Cluster in conjunction with the wider HR senior team

Leadership of the HR Business Partnering Model

• Lead the implementation and continuous enhancement of the HR Business Partner model across the business ensuring a consistent approach with other business areas.

• Establish clear partnering frameworks that enable the HR team to add strategic value while delivering exceptional employee support.

• Coach and develop HRBPs to operate as credible business partners.

• Promote consistency best practice and operational excellence across all HR partnering activities.

• Drive increased utilisation of people analytics and workforce insights to support business decisions.

Stakeholder Management

• Build strong relationships with senior leaders across your business areas (Operations Commercial Corporate Functions)

• Influence and challenge stakeholders to ensure peoples decisions reflect both commercial and employee considerations.

• Facilitate leadership discussions around culture capability talent succession and organisational effectiveness.

• Act as a key point of escalation for complex people matters working with the Employee relations team

Talent Management & Succession Planning

• Lead talent review succession planning and workforce planning activities across your relevant business areas utilising frameworks shared by the talent team.

• Identify capability gaps and develop strategies to build organisational capability.

• Partner with leaders to create meaningful development opportunities for high-potential talent.

• Partner with the wider HR Centres of Expertise ( Talent Resourcing Reward) to ensure that Ensure robust succession pipelines are in place for critical roles and key talent is attracted and retained

• Support internal mobility and career development initiatives.

Organisational Design & Change

• Lead organisational design and restructuring activities to ensure optimum organisational effectiveness.

• Support business transformation integration and change programmes.

• Ensure effective change management practices are embedded across the organisation.

• Support leaders in navigating organisational complexity and change.

Employee Relations & Risk Management

• Work in conjunction with the Employee Relations Manager to oversee complex Employee Relations cases including grievances disciplinary matters capability absence management restructures and exits.

• Ensure effective Union relationships and considerations

• Provide expert advice on employment legislation policy and best practice.

• Mitigate people-related risks through proactive interventions and sound judgement.

• Ensure legal compliance and adherence to internal governance processes.

• Support a positive employee relations climate built on trust transparency and fairness.

Performance & Culture

• Drive a high-performance culture through effective performance management practices ensuring frameworks are embedded.

• Partner with leaders to improve engagement productivity accountability and team effectiveness.

• Lead initiatives that enhance organisational culture and employee experience.

• Use employee engagement data feedback and insights to shape action plans and continuous improvement activities.

• Champion diversity equity inclusion and belonging initiatives across the business.

Workforce Planning & Analytics

• Lead strategic workforce planning activities to ensure organisational capability aligns with future business requirements.

• Utilise people metrics and analytics to inform decision-making and identify trends.

• Deliver meaningful insights on turnover absence engagement performance diversity and talent.

• Recommend and implement actions to address workforce challenges.

HR Leadership

• Provide leadership coaching and development to HR team members.

• Foster a culture of accountability collaboration and continuous improvement.

• Contribute to the overall HR strategy and wider People Team objectives.

• Lead key corporate HR initiatives and projects as required.

• Act as a role model for company values and leadership behaviours.

Qualifications :

Experience & Qualifications

Essential

• Proven experience operating as a Senior HR Business Partner within a fast-paced environment.

• Proven experience partnering with senior leaders/stakeholders.

• Demonstrated success in leading organisational change and transformation programmes.

• Strong Employee Relations knowledge and employment law expertise.

• Experience leading coaching and developing HR teams.

• Commercially astute with the ability to align peoples strategy to business outcomes.

• Experience of talent management workforce planning and organisational design.

• Experience of Job Evaluation/ application of Reward frameworks 

• Excellent influencing and stakeholder management skills.

Preferred

• CIPD Level 7 qualified or equivalent.

• Experience within operational corporate logistics manufacturing sectors

• Experience of working within a unionised environment

• Experience operating in a multi-site environment.

Remote Work :

No

Employment Type :

Full-time