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 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 judgment.
  • 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.
  • 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.

Qualifications Experience & Qualifications

• 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.