About the Role

HRLife are excited to be supporting a growing, multi-site business to find their next HRBP. This is a great role for someone to be part of the HR Leadership team and be the link between the People function and their dedicated area of the business, translating the People Strategy into practical people plans and leading the delivery of the actions required to achieve them.

Responsibilities

• Working closely with Senior Leaders, providing pro-active support, guidance, and challenge to ensure local people priorities and initiatives align with the wider business agenda to help shape priorities and execute new initiatives and projects.
• Reporting directly into the CPO, working closely with key stakeholders to drive the people strategy within your area of the business.
• Leading the people aspects of organisational change, transformation, and integration activity.
• Supporting leaders to build high-performing, engaged, and values-led teams, coaching and developing managers to strengthen leadership capability and effectiveness.
• Partnering with leaders to review organisational design, team structures, and ways of working, ensuring they are equipped to deliver current and future business objectives.
• Supporting the delivery of the broader business priorities relating to employee experience, reward and recognition, wellbeing, and inclusion.
• Delivering workforce planning, succession planning, and talent management activities in line with business frameworks, processes, and priorities.
• Driving greater consistency, governance, and best practice across recruitment to support managers to attract, retain, and develop talent.
• Implementing and embedding performance and capability management processes, embedding a consistent approach to accountability, development, and high performance.
• Identifying current and future skills requirements, supporting learning and development initiatives aligned to business priorities.
• Acting as the escalation point for complex and high-risk employee relations cases, providing guidance and oversight to ensure matters are managed consistently and in line with company policies and employment legislation.
• Collaborating with the HR Advisors on all employee relations activity to ensure timely resolution of issues.
• Using people data, trends, and insights to identify emerging risks, patterns, and opportunities, taking proactive action to address underlying issues and improve people outcomes.
• Building leadership capability by coaching managers on people matters and promoting a consistent, pragmatic approach to employee relations.