People & Culture Business Partner in Yateley

• Kraken Robotics is currently recruiting for a
• People & Culture Business Partner to join our

Blackbushe, United Kingdom Office.

The People & Culture Business Partner supports assigned business groups by delivering practical people solutions, coaching managers, and helping implement People & Culture programs aligned with business needs.

Working under the guidance of the People & Culture Manager, Business Partnering, this role provides day-to-day support across employee relations, performance management, engagement, workforce planning, compliance, and employee experience initiatives.

ROLES AND RESPONSIBILITIES

Strategic HR Support

• Support assigned leaders and teams with the implementation of people plans, programs, and processes aligned with business priorities.
• Provide guidance to managers and employees on people-related matters including employee relations, performance management, policy interpretation, compensation processes, and talent development.
• Assist with initiatives that improve employee engagement, retention, productivity, and overall employee experience.
• Support delivery of People & Culture programs and annual processes, including performance reviews, compensation cycles, engagement activities, and policy rollouts.
• Escalate complex or high-risk matters to the People & Culture Manager while maintaining timely follow-through on assigned actions.
• Collaborate with People & Culture Centres of Excellence to deliver coordinated solutions that address and support the business needs and priorities.

Culture & Employee Engagement

• Promote a positive organizational culture by implementing programs and initiatives that enhance employee experience and morale.
• Support culture and change management activities by helping leaders communicate changes and reinforce the company’s values and expected behaviours.
• Contribute to initiatives that support inclusion, belonging, wellbeing, and positive employee experience.
• Support employee forums as required by helping coordinate and facilitate meetings, capture employee feedback, and follow up on agreed actions to promote meaningful employee voice and engagement.

Talent Management & Development

• Support talent discussions, development planning, and succession planning activities by gathering information, documenting outcomes, and following up on agreed actions.
• Assist with job levelling, role documentation, and compensation processes by providing inputs, analysis, and administrative support as required.
• Support employees and managers through key stages of the employee lifecycle, including onboarding, probation reviews, internal movement, performance, development, and offboarding.
• Coordinate or facilitate training and development activities that improve manager capability and employee performance.
• Coach managers on performance management fundamentals, documentation expectations, and development planning.

Employee Relations & Conflict Resolution

• Lead the resolution of employee relations matters by gathering and assessing information, advising stakeholders, documenting issues and outcomes, attending formal meetings as the P&C representative as required, and ensuring compliance with employment standards, company policies, and best practices.
• Provide coaching and support to managers and employees on workplace concerns, escalating sensitive or complex matters as appropriate.
• Lead sickness absence management by advising managers and employees, monitoring cases, making Occupational Health referrals, advising on return-to-work and accommodation plans, maintaining appropriate documentation, and ensuring consistent application of company policies and legal requirements.

HR Metrics & Reporting

• Review and summarize people data and metrics to identify trends and support informed decision-making.
• Prepare reports, summaries, and recommendations to support follow-up on people-related trends and issues.

Change Management & Organizational Development

• Support organizational development efforts and change initiatives.
• Assist leaders with change communication, adoption planning, and employee feedback during organizational changes.

Compliance & Policy Development

• Provide guidance on employment standards, labour regulations, and internal policies, seeking support on complex compliance matters as required.
• Contribute to the review, communication, and consistent application of People & Culture policies, procedures, and practices.

EDUCATION, QUALIFICATIONS AND EXPERIENCE

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field
• Several years of progressive experience in human resources or a related field, preferably with exposure to employee relations, performance management, talent development, and organizational support.
• Strong knowledge of HR laws, regulations, and best practices.
• Experience supporting employee engagement, performance management, employee lifecycle, and manager coaching activities.
• Ability to work independently, be resourceful, and manage multiple priorities in a fast-paced environment.
• Possess the highest regard for quality, health, safety, and environment.
• High level of computer proficiency in MS Word, MS Excel, and MS Power Point.
• Certification in HR (e. g., SHRM-CP, PHR) is preferred but not required.

SKILLS AND COMPETENCIES

Relationship Building and Communication

• A collaborative and empathetic partner who builds strong relationships and works effectively with managers, employees, and People & Culture colleagues.
• Strong verbal and written communication skills, with the ability to communicate clearly and effectively across the organization.
• Ability to coach and influence managers to promote consistent, fair, and effective people practices.

Analysis and Decision-Making

• Strong analytical, problem-solving, and decision-making skills, with the ability to develop practical and innovative solutions to business challenges.
• Ability to understand business strategy and context, ask relevant questions, and align people solutions and problem-solving approaches with organizational priorities.
• Sound judgment and the ability to make decisions that reflect a global perspective and support collaboration across functions and geographical boundaries.

Integrity and Accountability

• High integrity and a strong commitment to upholding compliance requirements, organizational policies, and company values.
• Ability to manage multiple complex matters and prioritize competing projects effectively.

Change Management

• Ability to support change management initiatives using a practical, employee-focused approach.