Senior HR Business Partner

Key Accountabilities

Strategic Business Partnering

• Act as a trusted advisor to the Head of Operations and business area leadership team on the people agenda.
• Develop and implement people strategies that enable the achievement of business objectives and operational plans.
• Translate business strategy into actionable people plans and measurable HR outcomes.
• Challenge and influence senior stakeholders to drive effective decision-making and organisational performance.
• Ensure the HR agenda is fully aligned with operational, commercial, and growth objectives.
• Drive a proactive, commercially focused HR partnering approach across the UK Cluster in conjunction with the wider HR senior team

Leadership of the HR Business Partnering Model

• Lead the implementation and continuous enhancement of the HR Business Partner model across the business, ensuring a consistent approach with other business areas.
• Establish clear partnering frameworks that enable the HR team to add strategic value while delivering exceptional employee support.
• Coach and develop HRBPs to operate as credible business partners.
• Promote consistency, best practice, and operational excellence across all HR partnering activities.
• Drive increased utilisation of people analytics and workforce insights to support business decisions.

Stakeholder Management

• Build strong relationships with senior leaders across your business areas (Operations, Commercial, Corporate Functions)
• Influence and challenge stakeholders to ensure people's decisions reflect both commercial and employee considerations.
• Facilitate leadership discussions around culture, capability, talent, succession, and organisational effectiveness.
• Act as a key point of escalation for complex people matters working with the Employee relations team

Talent Management & Succession Planning

• Lead talent review, succession planning, and workforce planning activities across your relevant business areas, utilising frameworks shared by the talent team.
• Identify capability gaps and develop strategies to build organisational capability.
• Partner with leaders to create meaningful development opportunities for high-potential talent.
• Partner with the wider HR Centres of Expertise ( Talent, Resourcing, Reward) to ensure that Ensure robust succession pipelines are in place for critical roles and key talent is attracted and retained
• Support internal mobility and career development initiatives.

Organisational Design & Change

• Lead organisational design and restructuring activities to ensure optimum organisational effectiveness.
• Support business transformation, integration, and change programmes.
• Ensure effective change management practices are embedded across the organisation.
• Support leaders in navigating organisational complexity and change.

Employee Relations & Risk Management

• Work in conjunction with the Employee Relations Manager to oversee complex Employee Relations cases including grievances, disciplinary matters, capability, absence management, restructures, and exits.
• Ensure effective Union relationships and considerations
• Provide expert advice on employment legislation, policy, and best practice.
• Mitigate people-related risks through proactive interventions and sound judgement.
• Ensure legal compliance and adherence to internal governance processes.
• Support a positive employee relations climate built on trust, transparency, and fairness.

Performance & Culture

• Drive a high-performance culture through effective performance management practices, ensuring frameworks are embedded.
• Partner with leaders to improve engagement, productivity, accountability, and team effectiveness.
• Lead initiatives that enhance organisational culture and employee experience.
• Use employee engagement data, feedback, and insights to shape action plans and continuous improvement activities.
• Champion diversity, equity, inclusion, and belonging initiatives across the business.

Workforce Planning & Analytics

• Lead strategic workforce planning activities to ensure organisational capability aligns with future business requirements.
• Utilise people metrics and analytics to inform decision-making and identify trends.
• Deliver meaningful insights on turnover, absence, engagement, performance, diversity, and talent.
• Recommend and implement actions to address workforce challenges.

HR Leadership

• Provide leadership, coaching, and development to HR team members.
• Foster a culture of accountability, collaboration, and continuous improvement.
• Contribute to the overall HR strategy and wider People Team objectives.
• Lead key corporate HR initiatives and projects as required.
• Act as a role model for company values and leadership behaviours.

Experience & Qualifications

Essential

• Proven experience operating as a Senior HR Business Partner within a fast-paced environment.
• Proven experience partnering with senior leaders/stakeholders.
• Demonstrated success in leading organisational change and transformation programmes.
• Strong Employee Relations knowledge and employment law expertise.
• Experience leading, coaching, and developing HR teams.
• Commercially astute with the ability to align people's strategy to business outcomes.
• Experience of talent management, workforce planning, and organisational design.
• Experience of Job Evaluation/ application of Reward frameworks 
• Excellent influencing and stakeholder management skills.

Preferred

• CIPD Level 7 qualified or equivalent.
• Experience within operational, corporate, logistics, manufacturing sectors
• Experience of working within a unionised environment
• Experience operating in a multi-site environment.