RLC Aerospace Limited
HR Business Partner
Glenavy
Posted about 23 hours ago
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Job Purpose
The HR Business Partner will collaborate with leaders to align people strategies with business objectives, driving performance, engagement, and organisational effectiveness. The role provides expert HR support across the employee lifecycle while supporting leadership development, business growth, and the digitalisation and automation of HR processes.
Key Responsibilities
Business Partnering
- Partner with leaders to develop and deliver people plans that support business objectives and operational priorities.
- Provide commercially focused HR advice and constructive challenge to support effective decision-making.
- Contribute to business planning through organisational analysis and people-focused recommendations.
- Analyse HR data and key metrics to identify trends, risks, and opportunities for improvement.
- Drive initiatives that enhance organisational performance, capability, and employee engagement.
Employee Relations
- Lead and manage complex employee relations matters including disciplinary, grievance, absence, and capability.
- Provide expert guidance on employment legislation, policy application, and HR best practice.
- Support managers in resolving workplace issues fairly, consistently, and effectively.
- Minimise organisational risk through proactive case management and sound decision-making.
Workforce Planning & Talent
- Support workforce planning activities to ensure future skills and capability requirements are identified and addressed.
- Support succession planning and talent review processes.
- Identify development opportunities for key employees and high-potential talent.
- Work with leaders to improve retention, career pathways, and internal mobility.
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Organisational Development & Change
- Support organisational change, transformation, and continuous improvement initiatives.
- Contribute to employee engagement, culture, and values programmes.
- Assist in organisational design and team effectiveness projects.
- Support initiatives that strengthen capability and organisational resilience.
Coaching & Capability
- Coach and support managers on people management and team effectiveness.
- Support the development of the HR team through coaching, training, and continuous professional development to build capability and strengthen service delivery.
- Develop management capability in performance management, employee engagement, and workforce leadership.
- Deliver training, workshops, and guidance to promote best practice people management.
- Encourage a consistent approach aligned to company values and expectations.
Recruitment & Resourcing
- Partner with hiring managers to attract, select, and retain high-quality talent.
- Support recruitment activities for all roles.
- Ensure recruitment plans align with workforce requirements and business growth objectives.
- Drive improvements to onboarding and employee integration processes.
Performance & Employee Development
- Support the delivery of performance management processes and development frameworks.
- Provide guidance on managing performance concerns and recognising strong performance.
- Promote a culture of continuous feedback, accountability, and personal development.
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Governance & Compliance
- Ensure compliance with employment legislation, company policies, and HR procedures.
- Support policy development, review, and implementation.
- Contribute to audits, reporting requirements, and governance activities.
- Maintain effective, efficient, and compliant HR processes.
HR Projects & Continuous Improvement
- Drive improvements in HR systems, processes, and service delivery.
- Act as a key user and administrator of HR information systems (HRIS), ensuring data integrity, system optimisation, and effective utilisation across the business.
- Support the digitalisation of HR processes through automation, workflow improvements, and self-service solutions.
- Utilise HR technology and people analytics to enhance decision-making, reporting, and operational efficiency.
- Share best practice and contribute to Group-wide people initiatives.
Essential Knowledge, Skills & Experience
- CIPD Level 5 qualified or working towards CIPD Level 7.
- HR generalist experience within a manufacturing, engineering, or operational environment.
- Experience leading HR projects and implementing change initiatives.
- Experience using and maintaining HR Information Systems (HRIS), with a focus on data accuracy, reporting, and process optimisation.
Desirable
- CIPD Level 7 qualified.
- Experience implementing or supporting digitalisation, automation, or continuous improvement initiatives within HR.
- Experience within aerospace, manufacturing, or engineering sectors.
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Skills
HR Business Partnering
Employee Relations
Workforce Planning
Talent Management
Organizational Development
Change Management
Coaching
Recruitment
Performance Management
HRIS
People Analytics
Employment Law
Succession Planning
Process Automation
CIPD Level 5
CIPD Level 7