HR Business Partner

About the Organisation

We''re partnering with a purpose-led organisation undertaking a significant people and organisational transformation programme. Following investment in the people function and wider business change initiatives, the organisation is building a modern, commercially focused HR operating model and is seeking an experienced HR Business Partner to support this journey.This is an opportunity to join an organisation at a pivotal stage of development, where HR is recognised as a key enabler of change and the successful candidate will play a highly visible role in delivering lasting improvement across people policies, processes and leadership capability.

The Role

Reporting into the HR Director, this role will combine strategic business partnering with hands-on project delivery across a broad range of HR initiatives.The initial focus will be supporting a substantial programme of policy modernisation and governance improvement, alongside wider organisational development and change projects.

Key responsibilities include:

• Reviewing, updating and implementing employment policies and HR procedures.
• Supporting consultation exercises and organisational change initiatives.
• Partnering with managers on employee relations, performance and people management matters.
• Providing pragmatic and commercially focused HR advice across the employee lifecycle.
• Supporting reward, pay and workforce planning activities.
• Helping embed improved governance, compliance and best practice HR processes.
• Working with internal and external stakeholders to deliver transformation projects.
• Developing manager capability through coaching, guidance and training.

About You

To be successful, you will likely bring:

• Experience working as an HR Business Partner, Senior HR Advisor or equivalent.
• Strong knowledge of UK employment law and HR best practice.
• Experience leading or supporting policy reviews and implementation programmes.
• Exposure to change, transformation or organisational development initiatives.
• Strong employee relations capability.
• The confidence to influence, challenge and support stakeholders at all levels.
• A pragmatic, hands-on approach and the ability to work effectively within a developing HR function.

Experience within a regulated environment would be advantageous but is not essential.

This role would suit someone who enjoys building foundations, improving processes and helping organisations move from traditional ways of working towards a more modern and commercially focused people function.

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