The HR Business Partner is responsible for driving people performance and organisational effectiveness within a fast-paced operational environment. Working as part of the leadership team, the role partners closely with operational and functional stakeholders to shape and deliver strategic people initiatives that support business performance, workforce capability, and employee engagement.
This position combines strategic influence with operational delivery, helping to build a positive, high-performing culture while supporting ongoing business transformation and continuous improvement initiatives.
Key Responsibilities
- Partner closely with senior leaders to align people initiatives with operational objectives and overall business performance.
- Provide strategic input into organisational planning, ensuring workforce capability, culture, and engagement remain key priorities.
- Support long-term workforce planning through talent development, succession planning, and organisational design initiatives.
- Act as a key point of contact for employee relations matters, managing cases in line with employment legislation and company policy.
- Develop effective working relationships with trade union representatives, promoting open communication and collaborative working practices.
- Enable managers to build high-performing teams through coaching, guidance, and leadership development support.
- Drive talent and capability initiatives by identifying critical skills gaps and supporting development plans across the business.
- Facilitate performance and development processes that encourage accountability, growth, and continuous improvement.
- Oversee day-to-day people processes including recruitment, onboarding, attendance management, policy guidance, and disciplinary or grievance procedures.
- Promote a positive employee experience by supporting wellbeing, inclusion, and engagement initiatives across the workforce.
- Maintain a visible presence within operational teams, building credibility and strong working relationships at all levels.
- Contribute to wider HR and business improvement projects, supporting change initiatives and continuous development opportunities.
Experience & Skills
- Previous experience operating in an HR Business Partner or similar strategic HR role within a fast-moving environment.
- Sound understanding of UK employment legislation and practical experience managing complex employee relations issues.
- Experience working alongside trade unions, including exposure to consultation and negotiation processes.
- Strong interpersonal and stakeholder management skills, with the ability to influence and build trust across all levels of an organisation.
- Commercially minded with the ability to balance people priorities alongside operational and business objectives.
- Comfortable working in changing environments, making balanced decisions and delivering practical solutions under pressure.
- CIPD qualified, or able to demonstrate equivalent professional HR experience.