Human Resources Business Partner in Manchester

The HR Business Partner (HRBP) plays a pivotal role within the HR function, acting as the senior partner to their defined business area and providing both strategic and operational support to the management team on all aspects of the employee lifecycle. As a trusted advisor to senior operational leaders, the HRBP aligns people priorities with business objectives, ensuring that people strategies support operational performance, organisational effectiveness, and a positive colleague experience.

The post holder will provide expert guidance on complex employee relations matters, organisational change, workforce planning, talent development, and cultural initiatives, while maintaining robust governance and oversight of day-to-day HR advisory and operational activity within their business area.

Key Responsibilities:

• Strategic Business Partnering: Partner with senior operational leaders to develop and implement people strategies aligned to regional and organisational objectives. Translate organisational priorities into appropriate regional interventions to address workforce capability, succession, talent, engagement and organisational effectiveness. Provide insight and challenge to senior leaders on organisational design, change management, culture and leadership effectiveness. Use people data, trends and metrics to identify risks, opportunities and priorities, making evidence-based recommendations to improve performance.
• Leadership and Management of HR Advisory Support: Line manage and develop the HR Advisor, setting clear objectives and providing coaching, support and performance feedback. Oversee the delivery of all HR advisory and operational activity within the business area, ensuring consistency, quality, compliance and excellent service. Act as the escalation point for complex, sensitive or high-risk people matters. Ensure appropriate allocation of workload and priorities between strategic partnering activity and operational HR support.
• Employee Relations (ER) & Absence: Lead on complex and high-risk employee relations matters, including employment tribunal preparation where required. Provide strategic guidance to senior managers on employment law, policy application and risk mitigation. Monitor ER trends and themes, identifying root causes and recommending proactive interventions. Maintain strategic oversight of sickness absence and wellbeing across the business area. Review trends and patterns, identifying opportunities to improve attendance and colleague wellbeing. Lead regular governance reviews with operational leaders to ensure robust case management and policy compliance. Ensure an appropriate balance between operational requirements and colleague welfare considerations.
• Engagement, Culture and ED&I: Partner with leaders to drive colleague engagement, inclusion and cultural improvement initiatives. Oversee engagement forums and ensure effective action planning and follow-through. Sponsor and champion Equality, Diversity and Inclusion (ED&I) initiatives within the business area and across the wider organisation. Support leaders in embedding inclusive practices and fostering a positive working environment.
• Leadership Development and Talent: Identify leadership and capability gaps and work with Learning & Development to design targeted interventions. Coach senior leaders and managers to strengthen people management capability and leadership effectiveness. Support succession planning and talent development to build organisational capability and resilience.
• Operational Governance and Compliance: Ensure effective governance and oversight of all HR activity across the business area. Monitor compliance with employment legislation, HR policies, contractual obligations and internal governance standards. Review and interpret HR metrics, providing regular reports and recommendations to senior stakeholders. Escalate significant risks and issues to the Head of HR Operations and HR Director as appropriate.
• Collaboration and Stakeholder Management: Build strong, credible and influential relationships with stakeholders at all levels, including senior leaders and external partners. Work collaboratively with specialist HR functions including Recruitment, Learning & Development, Reward, Payroll and Shared Services to deliver an integrated HR service. Promote and model a “one team” approach across HR and operational functions.

Stakeholder Relationships:

• Internal: Human Resources Director, Head of HR Operations (direct line manager) and wider HR leadership team. HR Advisor(s) and wider HR Operations team. Senior operational leadership teams, including Regional Managers, Heads of Function and Directors. Central HR specialist functions including Recruitment, Payroll, Learning & Development, Reward and HR Shared Services. Operational and support function colleagues across the business.
• External: Client representatives (i.e. PECS, HMCTS), Trade union representatives (where applicable), Occupational health provider, External legal advisors (where required).

Person Specification:

• Essential: Significant experience operating as an HR Business Partner or in a senior HR generalist role within a complex, multi-site organisation. Proven experience partnering with senior leaders to develop and deliver people strategies aligned to business objectives. Strong and up-to-date knowledge of UK employment law and HR best practice. Demonstrable experience managing complex employee relations matters and organisational change programmes. Experience leading and developing HR team members. Strong commercial acumen and the ability to balance people considerations with operational and financial priorities. Excellent analytical skills, with the ability to interpret data and translate insights into actionable recommendations. Highly developed influencing, coaching and stakeholder management skills, with the ability to challenge constructively at senior levels. Excellent communication skills, both written and verbal. Strong organisational and prioritisation skills, with the ability to manage multiple competing demands. High levels of discretion, judgement and integrity.
• Desirable: CIPD qualified (or working towards). Experience within a security, justice or custodial services environment. Experience of supporting business transformation and organisational design. Advanced skills in HR reporting, data analysis and Microsoft Excel.

Additional Information: The HR Business Partner is a key strategic role responsible for enabling business success through effective people strategies and high-quality HR operations delivery. The post holder will combine strategic partnering with operational oversight, ensuring that leaders are equipped to manage their teams effectively and that HR practices are compliant, consistent and commercially focused. This role requires resilience, strong commercial and strategic thinking, and the ability to build trusted relationships across all levels of the organisation. Through the leadership of the HR Advisor and close collaboration with business leaders and HR colleagues, the HRBP will play a critical role in shaping a high-performing, engaged and inclusive workforce.

All roles within GEOAmey are subject to a risk assessment being completed to confirm the vetting status required for the applicant/job holder to undertake the duties of the role. This role has been risk assessed as requiring Enhanced Level Clearance. The job holder is required to complete the necessary paperwork to complete the vetting process. Any offers of employment are subject to the relevant vetting clearances being obtained. Security and Vetting Decisions are made by the Vetting Outcome Decision Makers and not GEOAmey.