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For Companies At a Glance
- Tasks: Drive people strategy and enhance team performance in a dynamic environment.
- Company: Family-owned business in the UK with a strong reputation.
- Benefits: Competitive salary, supportive culture, and opportunities for professional growth.
- Why this job: Make a significant impact on workplace culture and employee relations.
- Qualifications: CIPD qualification and 2 years of experience in manufacturing.
- Other info: Join a respected company and help shape its future.
The predicted salary is between 36000 - 60000 £ per year.
A family-owned business in the United Kingdom is seeking an HR Business Partner to drive people strategy, enhance team performance, and ensure compliance with employment legislation. The ideal candidate will have a CIPD qualification and at least 2 years of experience in a manufacturing environment.
Responsibilities include:
- Coaching leadership
- Managing employee relations
- Fostering a positive workplace culture
This is a unique opportunity to make a significant impact in a respected company.
Strategic HR Partner — People & Growth Leader in London employer: Edwards & Pearce
Contact Detail:
Edwards & Pearce Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Strategic HR Partner — People & Growth Leader in London
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field and let them know you're on the lookout for opportunities. You never know who might have the inside scoop on a role that’s perfect for you.
✨Tip Number 2
Prepare for those interviews! Research the company’s culture and values, especially since they’re family-owned. Tailor your responses to show how your experience aligns with their people strategy and workplace culture.
✨Tip Number 3
Showcase your CIPD qualification and relevant experience confidently. Be ready to discuss specific examples of how you've driven team performance and managed employee relations in your previous roles.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive about their job search.
We think you need these skills to ace Strategic HR Partner — People & Growth Leader in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV reflects the skills and experiences that align with the Strategic HR Partner role. Highlight your CIPD qualification and any relevant experience in a manufacturing environment to catch our eye!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're passionate about driving people strategy and how you can enhance team performance at our family-owned business.
Showcase Your Coaching Skills: Since coaching leadership is a key part of the role, share examples of how you've successfully coached others in the past. We love to see real-life stories that demonstrate your impact!
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you don’t miss out on any important updates from us!
How to prepare for a job interview at Edwards & Pearce
✨Know Your Stuff
Make sure you’re well-versed in the company’s values and culture. Research their people strategy and think about how your experience aligns with their goals. This will show that you’re genuinely interested in making a positive impact.
✨Showcase Your Experience
Prepare specific examples from your past roles, especially in a manufacturing environment. Highlight how you’ve successfully coached leadership or managed employee relations. Use the STAR method (Situation, Task, Action, Result) to structure your responses.
✨Understand Employment Legislation
Brush up on relevant employment laws and regulations in the UK. Be ready to discuss how you’ve ensured compliance in previous roles. This will demonstrate your expertise and commitment to maintaining a fair workplace.
✨Foster a Positive Culture
Think about ways you’ve contributed to a positive workplace culture in the past. Be prepared to share your ideas on how to enhance team performance and engagement. This shows that you’re not just about policies but also about people.
