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People Business Partner
Reports To: Head of People
Function: People Team
Job Purpose
Working in partnership with the Head of People, the People Business Partner supports the delivery of the business objectives through people. The role acts as a trusted partner to Site Leads and Team Leaders, providing proactive, practical, and people-centred support that strengthens leadership capability, improves consistency across the business, and contributes to operational performance.
The People Business Partner supports managers to effectively manage people matters, helping to create engaged, capable, and high-performing teams whilst ensuring employees are treated fairly, professionally, and in line with company expectations. Working closely with the People Administrator, the role helps deliver a visible, commercially aligned, and proactive People service that supports long-term workforce stability and business success.
Summary of the Role
As a member of the People Team, the People Business Partner plays a key role in supporting the Head of People to deliver the business objectives through people. The role works closely with Site Leads and Team Leaders across the business, providing support, coaching, and guidance on all aspects of people management and helping leaders create engaged, capable, and high-performing teams.
Taking a proactive approach, the People Business Partner identifies opportunities to improve leadership capability, resolve issues early, and strengthen consistency across the business. Working closely with the Head of People and the wider People Team, the role helps create a positive, people-focused culture that supports the business objectives and contributes to building a Smarter, Stronger Workforce.
Key Responsibilities
Leadership Support & Business Partnering
- Partner with Site Leads and Team Leaders to support the effective management and development of their teams.
- Build strong relationships across the business and provide visible, proactive support to leaders and employees.
- Support the Head of People in delivering the business objectives by providing proactive people support that strengthens leadership capability, improves consistency, and contributes to operational performance.
- Coach and mentor managers to strengthen leadership capability and confidence.
- Support new and developing managers to build confidence and capability in their roles.
- Promote a positive and high-performing culture across the business.
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Employee Relations & Attendance Management
- Manage employee relations matters including disciplinary, grievance, and capability cases, providing practical advice and support to managers.
- Promote early intervention and resolution of people issues to minimize escalation and maintain positive working relationships.
- Support managers with sickness absence management, attendance improvement plans, and return to work processes.
- Coordinate Occupational Health referrals and support managers in implementing recommendations.
- Develop and monitor phased return to work plans and reasonable workplace adjustments where appropriate.
- Liaise with employment law advisors where necessary.
Performance, Development & Capability
- Support leaders in managing performance proactively and consistently.
- Coach managers to have effective conversations around performance, conduct, and development.
- Identify capability gaps and support succession planning activities.
- Work with managers to improve team performance and strengthen leadership capability.
- Use a coaching approach to encourage accountability and continuous improvement.
Learning and Development
- Support the delivery and continuous improvement of the Company's People at Dyer learning and development framework.
- Identify individual and team development needs and work with managers to create appropriate development plans.
- Design, coordinate, and facilitate learning and development activities, programmes, and workshops where appropriate.
- Deliver training and development interventions to support leadership capability and future business needs.
- Promote a culture of continuous learning and development across the business.
- Support succession planning and talent development activities to strengthen capability and long-term workforce stability.
Workforce Planning & Continuous Improvement
- Monitor people trends and identify opportunities to improve attendance, engagement, and retention.
- Use data and insight to support decision-making and continuous improvement.
- Work collaboratively with Site Leads and Team Leaders to identify and address issues impacting operational performance.
- Support recruitment and onboarding activities to ensure a positive employee experience.
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Policies, Compliance & Culture
- Promote a safe, fair, and inclusive working environment.
- Ensure compliance with employment legislation, company policies, and procedures.
- Build collaborative relationships across all functions, partnering with leaders to strengthen leadership capability, improve people practices, and support the achievement of the Company's business objectives.
- Maintain People Team procedures and processes and contribute to their continuous improvement.
- Act as a role model for professionalism, integrity, and ethical behaviour.
Core Competencies
- Builds strong and trusted relationships with managers and employees.
- Able to coach, influence, and respectfully challenge others to achieve the right outcomes.
- Demonstrates sound judgement and a pragmatic approach to problem-solving.
- Strong communication and interpersonal skills.
- Able to manage multiple priorities in a fast-paced environment.
- Uses people data and insight to support decision-making.
- Works collaboratively across functions and sites.
- Demonstrates high levels of professionalism, integrity, and discretion.
- Committed to continuous improvement and developing leadership capability across the business.
Travel Expectations
- Able to travel independently between sites.
- Able to travel including overnight stay occasionally and when required.
Qualifications
- Degree level qualification in a HR related discipline.
- CIPD Level 5 qualification or equivalent experience.
Experience
- Experience and demonstrated performance in a HR or People role.
- Experience of employee relations and attendance management.
- Experience of coaching and supporting managers.
- Experience of delivering learning and development initiatives.
- Manufacturing and engineering experience desirable but not essential.
Health & Safety
- Ensure compliance with Company Health & Safety policies, procedures, and good practices.
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