Are you a strategic HR professional who thrives on influencing business performance through people?

We're looking for a Senior HR Business Partner to join our People Team and play a pivotal role in shaping and delivering people strategies that drive organisational success. Working closely with senior leaders and our Centres of Excellence, you'll act as a trusted advisor, coach and critical friend, providing expert HR guidance across a broad range of areas including organisational development, employee relations, talent management, change, engagement and performance.

This is an exciting opportunity to make a meaningful impact by aligning people initiatives with business priorities and helping to create a high-performing, inclusive and engaged workforce.

Why join us?

In this influential role, you'll have the opportunity to:

• Partner with key stakeholders across the business
• Lead strategic people initiatives
• Help shape the future of our organisation

If you're passionate about delivering commercial HR solutions, building strong relationships and driving positive change, we'd love to hear from you.

What You Will Be Doing

• Strategic HR Planning: Collaborate with business leaders to develop and implement HR strategies and robust people plans that align with the company's goals and objectives.
• Employee Relations: Collaborating where appropriate with the CoE expertise, work closely with the Head of ER to manage complex employee relations issues. Provide guidance to managers, and work to maintain a positive and productive work environment.
• Talent & Early Careers: Collaborate with CoE and managers to identify workforce needs and develop talent strategies including talent acquisition, talent management and early careers. Participate in the selection and onboarding of key employees, ensuring they fit the organisation's culture and goals.
• Performance Management: Assist in designing and implementing performance management programs, including goal setting, performance appraisals, and development plans. Support managers in coaching and improving employee performance.
• Organisational Development: Identify areas for organisational development and work with leadership to implement changes, such as restructuring, succession planning, and leadership development programs.
• Compensation and Benefits: Collaborate with the CoE to ensure competitive compensation and benefits packages that attract and retain top talent. Conduct benchmarking reviews and analysis to maintain market competitiveness.
• Learning and Development: Collaborating with L&D, support the creation and implementation of training and development initiatives to enhance employee skills and knowledge. Identify training needs and help design relevant programs.
• Compliance and Policy Development: In collaboration with CoE ensure HR policies and practices comply with relevant labour laws and regulations.
• Employee Engagement & Wellbeing: Collaborating with CoE initiatives, monitor and enhance employee engagement through surveys, feedback mechanisms, and initiatives that promote a positive workplace culture.
• Change Management: Act as a change agent within the organisation, assisting in managing change initiatives and helping employees adapt to new processes or structures.