HR Business Partner
As the HR Business Partner, you will be a key member of our team, collaborating with internal managers and staff to align business objectives with employee needs. Your primary focus will be providing strategic and operational HR support.
Benefits:
* Salary between £55-65k per annum, dependent on experience
* 25 Days Holidays, plus your Birthday Day off
* Competitive salary
* Pension (salary sacrifice) - up to 5% Company Contribution
* Life Assurance - up to 3x Salary
* Staff Discount
* Cycle to work scheme
* Wider Wallet - Offers high street and online store discounts.
Knowledge, Skills & Experience Required:
* Minimum of 10 years experience in an HR Business Partner role, with significant experience in employee relations.
* Bachelor’s degree in human resources, or a related field, or CIPD Level 7 certification.
* Strong understanding of HR principles, employee relations, practices, and employment laws.
* Excellent interpersonal and communication skills.
* Ability to build robust relationships and influence stakeholders at all levels.
* Proficiency in HRIS and learning management systems.
* Proficient in Microsoft Excel, Word, and PowerPoint.
Key Areas of Responsibilities:
HR Business Partnering:
* Manage employee relations issues, ensuring compliance with company policies.
* Act as a trusted advisor to the business, providing strategic and operational HR support.
* Develop HR performance and strategies to ensure employee goals align with company objectives.
* Facilitate talent management and succession planning.
Employee Relations:
* Manage and resolve complex employee relations issues, ensuring compliance with company policies and employment law.
* Provide guidance and support to managers on employee relations matters, including disciplinary actions and grievances.
Talent Management:
* Create and implement talent acquisition, retention, and development strategies.
* Identify high-potential employees and develop robust talent pipelines.
* Support performance management processes, including goal setting and performance reviews.
Change Management:
* Lead and support change initiatives to enhance effectiveness and employee engagement.
* Provide coaching during periods of organisational change.
Employee Engagement and Culture:
* Drive a positive culture by implementing employee engagement initiatives, including surveys and focus groups.
* Ensure HR policies comply with legal requirements and industry standards.
* Regularly update and communicate HR policies and procedures.
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