Human Resources Business Partner

ABOUT THE POSITION
The HR Business Partner (HRBP) is a key strategic and operational partner to the business, providing hands‑on support across the full HR generalist remit. This role will lead and deliver HR operations, employee relations, people reporting/analytics, engagement, and wellbeing initiatives to drive a high‑performance, inclusive, and supportive culture.
The HRBP will work closely with department heads and employees to ensure HR practices are compliant, effective, and aligned with business priorities.

RESPONSIBILITIES

HR Business Partnering & Generalist Support
- Act as the primary HR point of contact for designated business units, building strong, trusted relationships with managers and employees.
- Provide coaching and guidance to leaders on people matters, including performance, development, team dynamics, and organizational design.
- Support the full employee lifecycle: recruitment support, onboarding, probation, performance, career development, and offboarding.
- Partner with business leaders to identify people priorities and translate them into actionable HR plans.

HR Operations & Processes
- Oversee day‑to‑day HR operations, ensuring accurate and timely administration of contracts, changes, promotions, leavers, and HR documentation.
- Maintain and update HR systems (HRIS), ensuring data accuracy and integrity.
- Support payroll processes by ensuring all HR changes are captured accurately and on time.
- Review and streamline HR policies, processes, and templates to drive efficiency and consistency.
- Ensure compliance with employment legislation, company policies, and best practice.

Employee Relations
- Manage and advise on a wide range of employee relations (ER) matters, including performance management, absence management, grievances, disciplinary processes, and conflict resolution.
- Conduct or support investigations, ensuring fairness, confidentiality, and adherence to company procedures and legal requirements.
- Coach managers on early intervention and best practice approaches to prevent issues from escalating.
- Work collaboratively with legal counsel where required.

People Reporting & HR Analytics
- Produce regular HR reports and dashboards (e.g., headcount, turnover, absence, engagement metrics).
- Analyse data to identify trends, risks, and opportunities, and provide insight‑driven recommendations to leadership.
- Support the development of KPIs and metrics that help measure the impact of HR initiatives and inform decision‑making.

Employee Engagement & Culture
- Support the design, delivery, and follow‑up of employee engagement surveys and feedback mechanisms.                                                                                                                            - Partner with leaders to develop action plans that address engagement results and continuously improve the employee experience.
- Champion a positive, inclusive, and values-driven culture where employees feel heard, supported, and empowered.
- Support internal communications related to HR initiatives, culture, and change programmes.

Wellbeing & Inclusion
- Lead or support wellbeing strategies, initiatives, and events that promote mental, physical, and financial wellbeing.
- Embed wellbeing considerations into policies, practices, and ways of working (e.g., flexible working, workload management).
- Promote diversity, equity, and inclusion (DEI) and support related projects and training.

Learning & Development (Generalist Support)
- Identify training and development needs in partnership with managers and employees.
- Support the coordination and implementation of learning and development initiatives (e.g., manager training, soft skills, compliance training).
- Encourage a culture of continuous learning and growth.

REQUIREMENT / QUALIFICATION
- Proven experience in a HR Business Partner or HR Generalist role, ideally in a fast-paced environment.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and respective employment laws.
- Demonstrated ability with training and development programs
- Expert in developing succession plans
- Professional certification in Human Resources & a standing member of a recognised HR Association
- People oriented and results driven
- Demonstrable experience with Human Resources metrics
- Knowledge of HR systems and databases
- Ability to architect strategy along with leadership skills
- Excellent communication, active listening, negotiation and presentation skills and attention to detail
- Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Excellent time management skills with a proven ability to meet deadlines.
- Competence to build and effectively manage interpersonal relationships at all levels of the company.