HR Business Partner

The HRBP is recognised as a credible and trusted “People Expert” for People Managers and provides support across all areas of HR to all levels of the team. Critical to the success of this role is the ability for the HRBP to understand the business and the role holder will be expected to be visibly present within the operations environment, ensuring that HR team are providing tangible value-add services and support to all colleagues.

This role requires on-site attendance for minimum 4 days per week.

• Champion a positive and supportive culture, enhancing the daa brand as an employer through positive employee experience, across the employee lifecycle.
• Proactively support, coach and guide People Managers in the implementation and application of HR policies, processes, ways of working, governance requirements, reward principles and cultural expectations.
• Provide front line advice to People Managers on ER issues tapping into specialist support from other members of HR and the Central ER team.
• Actively participate in change and transformation initiatives directly or in partnership to ensure successful delivery and execution of all plans.
• Develop a deep knowledge of the business/stakeholders/internal customers and key issues to assist the delivery of effective people solutions both in the short and long term.
• Support all resourcing plans taking a direct role in the recruitment of roles as appropriate/required.
• Work with People Managers and central HR teams to develop and implement controls and initiatives to improve attendance management, performance management and employee welfare.
• Produce and analyse reports, statistics, and relevant KPIs as required.
• Lead and develop the existing HR Team providing robust HR guidance, coaching and support where needed.

Education & Qualifications

• Third level degree in HR or other related discipline (CIPD)

Experience & Skills

• Ideally 3-5+ years’ working as a HRBP, HR Manager or Senior HR generalist or in a comparable role.
• Demonstrated experience managing complex employee relations matters, including grievance, disciplinary, dignity at work, absence management and investigation processes.
• Proven experience working within a unionised environment, including engagement with employee representatives and interpretation of collective agreements.