Human Resources Business Partner

To deliver a professional, effective, and initiative-taking HR operational service across my client's business.

The HRBP will partner closely with their respective business areas and functions in ensuring all operational HR projects, policy, employee relations and coaching is delivered in a cost conscious and timely manner.

The building of excellent relationships with the relevant managers and their teams is a key attribute, as is fully understanding the business issues and becoming a key member of the management team in each area.

The HRBP will focus on functional priorities both current and future and develop appropriate solutions to meet these and will play an integral role in developing my client to become an employer of choice.

To review the payroll and pension data on a monthly basis, ensuring completeness, timeliness and accuracy.

Strategy and Projects ·

• Contribute to the formulation of a coherent HR Strategic plan.
• In conjunction with the HR Manager, identify key projects from the HR & business strategy for team and self.
• Drive and manage projects from initiation to completion within business or specialist area.
• Look externally for insights and new ways of working and make recommendations accordingly.
• Oversee or be accountable for transformational changes required within the business and the people and organisational implications.
• Coach Advisers, when required, to deliver HR projects.
• Assist with the management of any incoming TUPE implications as required.

Business Partnering

• Linking people and organisational practices to competitive and commercial requirements is key to the role.
• Consult effectively with category management and functions to ensure the review and development of organisational capability and design, identifying gaps, key people risks and recommend actions to ensure the business is correctly positioned to meet its strategic objectives.
• Contribute to the relevant business area translating goals into HR strategies, programmes, and interventions, ensuring HR actions and initiatives reinforce and deliver the strategic business plan.
• Fully understand business category, parameters, KPI’s and trends to coherently advice on HR interventions.
• Promote and encourage a positive employee relations atmosphere that positions the business as a great place to work.