Human Resources - Senior HR Business Partner Job in Manchester

HR Business Partner Regional – North (with travel to operational sites as required) Fixed Term, Full Time Contract (Maternity Cover - Sep 26' - Aug 27')

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.

• 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.

• 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.

• 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.
• Maintain strategic oversight of sickness absence and wellbeing across the business area.
• Lead regular governance reviews with operational leaders to ensure robust case management and policy compliance.
• Partner with leaders to drive colleague engagement, inclusion and cultural improvement initiatives.
• 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.

• 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.

• 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.

• 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.
• Collaborate with Human Resources Director, Head of HR Operations (direct line manager) and wider HR leadership team.
• Engage with HR Advisor(s) and wider HR Operations team.
• Coordinate with central HR specialist functions including Recruitment, Payroll, Learning & Development, Reward and HR Shared Services.
• Work with operational and support function colleagues across the business.
• Engage with external legal advisors (where required).

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. 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.

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 Enhance Level Clearance.