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- Tasks: Support senior leaders with strategic HR advice and manage complex employee relations.
- Company: A dynamic UK organisation in Chester focused on growth and people development.
- Benefits: Competitive salary up to £45,000 and opportunities for professional growth.
- Why this job: Join a growing team and make a real impact on people capability.
- Qualifications: CIPD Level 5 and strong understanding of employment law required.
- Other info: Full-time onsite role with a collaborative work environment.
The predicted salary is between 36000 - 54000 £ per year.
A growing UK organization located in Chester seeks a Senior HR Advisor / HR Business Partner to strengthen people capability. This role involves working closely with senior leaders to provide strategic advice, managing complex employee relations, and ensuring the consistent delivery of core HR processes.
The ideal candidate will have CIPD Level 5 qualifications, a strong understanding of employment law, and the ability to influence leaders effectively.
This position is full-time, onsite, with a salary of up to £45,000.
Senior HR Business Partner for Growth in Chester employer: Oliver Brookes
Contact Detail:
Oliver Brookes Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior HR Business Partner for Growth in Chester
✨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 by researching the company culture and values. Tailor your responses to show how your experience aligns with their goals, especially in managing employee relations and strategic advice.
✨Tip Number 3
Don’t underestimate the power of follow-ups! After an interview, drop a quick thank-you email to express your appreciation and reiterate your enthusiasm for the role. It keeps you fresh in their minds.
✨Tip Number 4
Apply through our website for the best chance at landing that Senior HR Business Partner role. We’re all about making connections and helping you find the right fit, so don’t miss out!
We think you need these skills to ace Senior HR Business Partner for Growth in Chester
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Senior HR Business Partner role. Highlight your CIPD Level 5 qualifications and any relevant experience in managing employee relations and advising senior leaders.
Showcase Your Skills: In your cover letter, emphasise your understanding of employment law and how you've influenced leaders in previous roles. We want to see how you can bring that expertise to our growing organisation.
Be Clear and Concise: Keep your application clear and to the point. Use bullet points where necessary to make it easy for us to see your key achievements and skills at a glance.
Apply Through Our Website: We encourage you to apply through our website for a smoother process. It helps us keep track of applications and ensures you don’t miss out on any important updates!
How to prepare for a job interview at Oliver Brookes
✨Know Your Stuff
Make sure you brush up on your knowledge of employment law and HR processes. Being able to discuss these topics confidently will show that you're not just qualified, but also genuinely interested in the role.
✨Showcase Your Strategic Thinking
Prepare examples of how you've influenced senior leaders in previous roles. Think about specific situations where your strategic advice made a difference, and be ready to share those stories during the interview.
✨Understand the Company Culture
Research the organisation's values and culture. This will help you tailor your responses to align with what they’re looking for in a Senior HR Business Partner, demonstrating that you’re a great fit for their team.
✨Ask Insightful Questions
Prepare thoughtful questions to ask at the end of the interview. This shows your interest in the role and helps you gauge if the company is the right place for you. Consider asking about their approach to employee development or how they handle complex employee relations.
