HR Partner

HR Partner

The HR Partner works closely with designated departments to provide proactive, customer-focused HR support that enables managers to achieve their operational and strategic objectives. Building strong relationships with leaders and colleagues, the postholder acts as a trusted advisor, providing pragmatic guidance and support across the full employee lifecycle while promoting best practice and ensuring compliance with employment legislation and organisational policies.

The role takes a proactive approach to people matters, using workforce data, insight, and regular engagement with managers to identify trends, anticipate challenges, and develop practical solutions that improve performance, employee engagement, and organisational effectiveness. The HR Partner supports managers with employee relations, performance management, absence, organisational change, workforce planning, recruitment, talent development, and wellbeing, empowering them to build high-performing, engaged teams.

Working collaboratively with the wider HR team and directly managing the HR Assistant, the HR Partner contributes to the development and delivery of people initiatives, organisational change programmes, and continuous improvement activities, ensuring HR services add value and support the organisation's strategic priorities.

Key Responsibilities

• Act as the dedicated HR Partner for designated departments, developing strong, collaborative relationships with managers and providing proactive, solution-focused HR support
• Build management capability by coaching and advising managers on people management matters, ensuring consistent application of HR policies, procedures, and employment legislation
• Provide expert advice and support across a range of employee relations matters, including disciplinary, grievance, capability, attendance, flexible working, and family-friendly policies
• Partner with managers to identify workforce challenges and opportunities, developing practical people solutions that support departmental and organisational objectives
• Support workforce planning, organisational design, and recruitment activities to ensure departments have the capability and capacity to meet service needs
• Advise managers on performance management processes, supporting effective performance, development, and succession planning
• Analyse workforce data and key HR metrics to identify trends, provide insight, and inform decision-making, making recommendations to improve people outcomes
• Support the planning and delivery of organisational change initiatives, restructures, and consultation processes, ensuring change is managed effectively and in line with employment legislation
• Promote employee engagement, wellbeing, equality, diversity, and inclusion, supporting managers to create positive, inclusive, and high-performing teams
• Work with managers to identify learning and development needs and support initiatives that enhance individual and team capability
• Support the HR Manager with the development, review, and implementation of HR policies, procedures, and best practice
• Ensure HR records, documentation, and case management are maintained accurately and in accordance with GDPR and organisational requirements
• Work collaboratively with the wider HR team to ensure a consistent, high-quality HR service across the organisation
• Support the HR Manager with HR projects, service improvements, organisational initiatives, and objectives that support the People Strategy
• Build effective relationships with internal and external stakeholders
• Keep up to date with changes in employment legislation, HR best practice, and emerging people trends, sharing knowledge with colleagues and managers
• Undertake any other duties commensurate with the level of the role, as reasonably required