Job description
Job title: People Business Partner
Location: Corby
About Jacksons
Jacksons is part of William Jackson Food Group, a sixth-generation family business, employing over 2,000 people, founded by William Jackson when he opened his first shop in Hull in September 1851.
We have occupied the current site in Hull since 1907 and we now have 3 bread plants in our main bakery. We recently developed a second bakery, also at our site in Hull, which specialises in premium quality roll production. We specialise in the supply of bread and other carriers to the sandwich manufacturers, foodservice and export channels, and in 2012 we launched our consumer facing brand “Jackson’s of Yorkshire”.
We opened a brand-new site in Corby, Northamptonshire – one of the largest investments our Group has ever made – and this will allow us to realise our ambition of being the best at what we do. 2024 is an exciting time to join us – make this year a toast to you and apply now!
What’s involved?
An exciting opportunity has arisen within Jacksons Bakery for a People Business Partner to join the People Team based at our factory in Corby.
As People Business Partner, you will develop the site people and deliver the engagement plan to support the people strategy and overall business objectives. Working closely with our Head of Operations for the site, your role as business partner of the site means you will provide leaders with advice and support on all people matters. As a new site, the culture is still being defined so you will have a pivotal role in shaping this and embedding the values of Jacksons Bakery.
Your day will vary from the strategic to getting your hands dirty and managing employee relations matters including disciplinaries, grievances and investigations. Being part of the wider Jacksons People Team, you will have line manager responsibility for a direct report, ensuring coaching and development to fulfil future needs of the business.
Key Areas of Responsibility
1. Advice & Guidance
o Provide advice and support to management and employees.
o Develop, review and evaluate HR policies maintaining awareness of current employment legislation, ensuring all procedures are in line with union agreements.
o Continual process review and improvement of the HR function and its processes.
o Support and manage the work of direct reports.
o Act as a trusted advisor to management and employees, providing strategic HR support and guidance on workforce planning, talent management, and organizational development.
o Collaborate with leadership to align HR initiatives with business goals, driving a culture of performance, growth, and collaboration.
o Lead change management initiatives to support business transformation and ensure effective communication throughout the organisation.
o Accountable for overseeing the site Lunar payroll.
o Line manager responsibility for direct report, ensuring coaching and development to fulfil future needs of the business.
2. Recruitment / Talent Management
o Oversee the full cycle of recruitment process, assisting the team with creating job descriptions, job posting to onboarding, and ensuring the selection of top talent that aligns with company values and growth objectives.
o Develop and implement talent management programs, including succession planning, career development paths, and performance management systems.
o Collaborate with hiring managers to understand staffing needs and provide guidance on market trends and best practices.
o Make sure management carry out probationary reviews in line with agreed policy and provide management with current evaluations.
o Managing and overseeing the recruitment process, supporting in interviews where appropriate whilst maintaining effective cost control.
o Manage third party recruitment suppliers in line with SLA and labour plans.
3. Employee Development & Engagement
o Design and execute training and development programs to build skills, enhance employee engagement, and promote a culture of continuous learning.
o Oversee employee engagement initiatives, such as surveys and feedback sessions, ensuring actionable insights are integrated into HR and business strategies.
o Promote equity, diversity and inclusion (ED&I) initiatives to create a supportive and respectful work environment.
o Creating development plans linked to competency frameworks.
4. Employee Relations
o Manage complex ER case load across the business, day-to-day HR operations, including employee relations, policy implementation, performance management, and compliance with labour laws and regulations.
o Ensure HR policies and procedures are effectively communicated and adhered to and provide recommendations for improvement as needed.
o Handle employee relations issues, conducting investigations, grievances and disciplinaries. Providing guidance to managers and resolving conflicts in a fair, consistent, and confidential manner, and support in complex employee relations matters, note-take and advise in disciplinary/grievance and attendance meetings, providing guidance and ensuring a consistent approach across the business.
o Investigate trends in absence / ER issues and produce statistics liaising with the Occupational Health Nurse.
o Responsible for the absence attendance management process, generating reports, identifying/investigating trends and producing statistics in partnership with Occupational Health to effectively manage both short- and long-term absence within your partnered functions. Lead on ill health case reviews and supporting colleagues on LTS.
5. Data & Reporting
o Monitor and analyse HR metrics, providing insights and recommendations to management to improve employee satisfaction and operational efficiency.
o Prepare and present regular reports on talent management, retention, and workforce trends to senior leadership.
o Utilise HR systems and technology to streamline HR processes and enhance employee experience.
o Formulation and typing of all correspondence, reports, minutes, emails as necessary, working to deadlines as appropriate.
o Co-ordinate new starter induction programmes accordingly.
Other Responsibilities:
* Partner with business leaders to provide advice and support on all people matters.
* Support operational and Head office change management projects, including restructures and redundancy scenarios.
* Develop, review and analyse policies and procedures, ensuring compliance with employment legislative changes and local union agreements.
* GDPR lead for the business ensuring compliance across the board.
* Support development and delivery of business wide EDI programme.
* Conduct annual agency audits, playing a key role in the agency relationship and ensuring the effective provision of temporary staff.
* Support site audit activities.
* Support the L&D Manager with the work experience programme.
* Any other duties relevant to the role.
You will:
* Need to meet our cultural aspirations
* Be a great communicator
* Have the ability to form strong proactive working relationships with all colleagues
* Be able to influence without authority
* Demonstrate integrity and act as a moral compass for business leads where appropriate
* Willing to travel to Corby occasional as needs must.
* Need to analyse, interpret and explain employment law.
* Have integrity and be approachable at all times.
* Be curious and willing to challenge where necessary.
* Communicate and form effective working relationships at all levels.
* Show empathy and be able to discuss sensitive and confidential issues.
You will live in line with Jacksons Values:
* Expert
* Ambition
* Passion
* Care
* Grounded
Those who know you would describe you as:
* Excellent communication skills
* Organised and thorough
* Resilient and objective
* Logical thinker
* Trusted confidante and pragmatic in nature
* A Devil’s Advocate
* Astute and able to read situations.
* Knowledgeable
* A Straight talker, yet fair minded
* Empathetic and unbiased
Qualifications:
* CIPD qualified or proven years of HR experience, preferably in a manufacturing or FMCG environment.
* Proven track record in talent management, employee development, and succession planning.
* Strong knowledge of employment laws and regulations, particularly in the food manufacturing or similar industries.
* Excellent interpersonal and communication skills with the ability to build relationships at all levels of the organisation.
* Proficiency in HR systems and technology, with strong data analysis and reporting skills.
* Ability to work in a fast-paced environment and manage multiple priorities with a high level of accuracy and attention to detail.
* Experience of talent acquisition, developing an EVP & candidate management.
Contact us to apply:
If you are interested in this opportunity, please apply with a CV and covering letter detailing your suitability to the role to: Paris Robinson (People Advisor) - E: parisrobinson@jacksonsbread.co.uk
Job Type: Full-time
Pay: £45,000.00-£55,000.00 per year
Benefits:
* Additional leave
* Bereavement leave
* Canteen
* Company events
* Cycle to work scheme
* Discounted or free food
* Employee discount
* Enhanced maternity leave
* Enhanced paternity leave
* Free flu jabs
* Free parking
* Health & wellbeing programme
* Life insurance
* On-site parking
* Paid volunteer time
* Profit sharing
* Referral programme
* Sick pay
* Store discount
Schedule:
* Monday to Friday
Work Location: In person
Thanks for reading our job advert. We do our very best to bring to life what it's like working as part of our team. Diverse teams really are the best teams. We want everyone to feel they can be themselves at work and develop their talents to the full. All colleagues are expected to take personal responsibility for keeping our workplace free from discrimination, harassment, and bullying - a place where everyone is treated fairly and respectfully. We also know that sometimes some candidates may be put off applying for a job unless they think they can tick every box. If you are really excited about working with us and think you can do much of what we are looking for but aren't sure if you are 100% there yet... go on... why not give it a whirl? Good luck!
Contact information
Paris Robinson
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