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Role Summary
The HR Business Partner plays a strategic and operational role in supporting business growth by delivering effective HR solutions aligned with organizational objectives. This role involves close collaboration with business leaders, managers, and stakeholders to drive people initiatives, support change, and ensure HR practices comply with current legislation.
Key Responsibilities
Responsibilities include, but are not limited to:
- Drive business growth by supporting the development of new business pipelines through effective people strategies.
- Provide expert HR advice and support to stakeholders by coaching and guiding managers on applying HR policies and procedures in line with current employment legislation.
- Identify priorities from corporate and departmental plans, translating business requirements into effective HR solutions aligned with organizational goals.
- Deliver and support key HR initiatives across the full HR spectrum, including workforce planning, restructuring, resourcing, talent management, pay and reward, employee relations, employee engagement, and performance management.
- Support managers in handling complex casework, including performance, attendance, and employee relations matters.
- Collaborate closely with Managers and the Talent Acquisition Manager on workforce planning and the development of resource plans.
- Provide HR support to wider organizational projects, including leading and supporting change management activities.
- Build and maintain effective working relationships with recognized trade unions.
- Support job evaluation exercises and participate in evaluation panels as required.
- Promote and support equality, diversity, and inclusion initiatives across the organization.
- Champion employee health, well-being, and engagement.
- Contribute to Learning and Development initiatives as required.
Key Skills & Competencies
- Strong knowledge of HR policies, employment legislation, and best practices
- Excellent stakeholder management and communication skills
- Proven experience handling complex employee relations matters
- Experience in change management and organizational development
- Strategic thinking with strong execution capability
- Collaborative, inclusive, and solution-oriented approach
