HR Business Partner

Role Purpose:

To partner with senior managers to influence and drive organisational and people performance, through effective professional challenge, effective workforce planning, building management capability, and designing and delivering customer focused solutions.

The HR Business Partner will also contribute to the development and implementation of corporate HR strategies, projects and initiatives, and policy design.

Key Responsibilities:

• Support with the design and delivery of people elements of strategies and business plans in designated functional area/s.
• Manage relationships with key stakeholders and act as a business partner to them, building high levels of professional credibility and mutual trust, and mobilising appropriate internal and/or external resources to support in delivering business strategy and plans.
• Provide specialist advice to senior managers across the business to enable the implementation of policy, projects, and change initiatives.
• Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of colleague engagement, and/or improvement of business performance
• Influence and contribute to achievement of strategic priorities across stakeholder groups by attendance and active contribution at management meetings.
• Lead on strategic workforce planning initiatives which enable Senior Leadership to identify workforce priorities, forecast talent needs and develop strategies to address potential gaps to ensure a high performing workforce.
• Ensure that employee relations activity (disciplinary, grievance, absence and capability) is effectively managed, using a risk-based management approach.
• Build leadership and management capability through the provision of quality advice, coaching and positive challenge.
• Work with legal advisors to provide a robust response to employment tribunal claims.
• Managing change processes across the customer group including restructures, TUPE, business transformation and rationalisation processes.
• In liaison with the People Operations Manager, ensure the integrity of the workforce establishment, working closely with Finance Business Partners to ensure budget and resourcing are controlled and available resources are being utilised effectively to deliver performance.
• Support Resourcing colleagues to develop resourcing strategies; developing innovative attraction and selection processes to meet business needs.
• Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organisation.
• Design, develop and deliver management development workshops and training to develop people management skills.
• Identify learning and development needs across customer group to inform talent management, succession planning and team development needs; working with the Talent team to ensure appropriate solutions are developed.
• Develop and deliver team development programmes; working with the Talent team where appropriate.
• Develop HR colleagues through coaching, mentoring and job shadowing as appropriate.
• Maintain strong links with the wider People Services team providing feedback, advice and constructive support to delivery of the People strategy.

£75,540

27 days annual leave plus bank holidays, plus the option to purchase up to 5 additional days each year

Occupational Sick Pay

Medicash healthcare pan

DC Pension Scheme with matched contributions up to 8%

Retail discount scheme

Professional membership reimbursed