Job Description

Responsibilities:

Strategic Alignment:

Partner with senior leadership to develop and implement HR strategies that are aligned with the overall business goals. Contribute to strategic discussions and initiatives by providing HR insights and recommendations related to workforce planning, talent management, and organizational development.

Talent Management & Development:

Oversee and participate in workforce planning, recruitment, and onboarding processes to ensure the organization attracts and retains the right talent for current and future needs. Identify training and development needs and collaborate with the Learning & Development team to align training programs with business objectives. Guide and coach managers on performance management, employee development, and succession planning.

Change Management & Organizational Development:

Lead and support organizational change initiatives, helping employees adapt to new processes, technologies, and structures. Facilitate organizational design and development initiatives to optimize productivity and improve business performance.

Employee Relations & Engagement:

Act as a trusted advisor to both managers and employees, resolving complex employee relations issues and mediating workplace conflicts. Work with management and personnel to build morale, improve work relationships, and increase employee engagement and satisfaction. Foster a positive workplace culture and contribute to initiatives related to employee wellness, Diversity, Equity, Inclusion, and Belonging (DEIB).

HR Compliance & Risk Management:

Maintain a thorough understanding of legal requirements related to employment and HR regulations to ensure compliance and mitigate risks. Provide guidance on the creation and implementation of HR policies and procedures in line with organizational goals and legal requirements.

Data-Driven Decision Making:

Utilize HR analytics to identify trends, measure the effectiveness of HR initiatives, and make data-driven recommendations. Present HR data clearly and concisely, framing HR initiatives in terms of their business impact.

Required Skills and Qualifications:

Education:

Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred).

Experience:

5+ years of proven experience as an HR Business Partner or a similar role with a strong focus on strategic HR partnership and employee relations.

Business Acumen:

Deep understanding of the business model, industry trends, and financial drivers.

Strategic Thinking:

Ability to envision the future, identify opportunities, and align HR initiatives with long-term business goals.

Communication & Interpersonal Skills:

Excellent verbal and written communication, active listening, and the ability to build strong relationships and influence stakeholders at all levels.

Problem-Solving & Decision-Making:

Exceptional ability to diagnose complex HR issues, resolve conflicts, and develop practical solutions.

Change Management:

Demonstrated experience in leading and supporting organizational change initiatives.

Data Literacy:

Ability to interpret, analyze, and communicate HR data and metrics to inform decision-making.

Digital Agility:

Proficiency in using HR technology (e.g., HRIS like Workday, Greenhouse, Culture Amp) and digital tools to streamline processes and drive efficiency.

Legal Knowledge:

Strong understanding of labor laws, regulations, and best practices related to employee management, workers' compensation, and employment law.

Preferred Skills and Qualifications:

Certifications such as PHR or SPHR. Experience in a relevant industry sector. Experience in transforming company culture and implementing employee engagement initiatives.

Qualities of a Great HR Business Partner:

Acts as a proactive and results-oriented strategic advisor. Possesses strong emotional intelligence and empathy. Maintains objectivity and acts with integrity and confidentiality. Is adaptable and comfortable with ambiguity. Has a continuous learning mindset to stay updated on HR and business trends. Is a strong people advocate who balances employee needs with business objectives.
This job description can be customized based on the specific needs and size of the organization. For example, a larger organization may have HRBPs specializing in specific departments or areas, while in a smaller organization, an HRBP might also take on more generalist responsibilities.

Job Types: Full-time, Permanent

Pay: 55,000.00-90,000.00 per year

Additional pay:

Bonus scheme Commission pay Performance bonus Yearly bonus
Benefits:

Additional leave Bereavement leave Canteen Casual dress Company events Company pension Cycle to work scheme Discounted or free food Employee mentoring programme Enhanced paternity leave Free fitness classes Free parking Gym membership Health & wellbeing programme Housing allowance Life insurance On-site parking Paid volunteer time Private dental insurance Private medical insurance Sick pay UK visa sponsorship Work from home
Schedule:

Monday to Friday Weekend availability
Application question(s):

Current Monthly Compensation? Expected Monthly Compensation? Notice Period?
Experience:

* Total: 5 years (required)