At a Glance
- Tasks: Drive HR strategies, enhance workplace culture, and support site leadership teams.
- Company: Dynamic organisation focused on people development and cultural transformation.
- Benefits: Competitive salary, career growth opportunities, and a supportive work environment.
- Other info: Highly visible role with opportunities to influence and lead across the organisation.
- Why this job: Be a key player in shaping a positive workplace culture and driving change.
- Qualifications: Experience in HR, strong communication skills, and a passion for people development.
The predicted salary is between 51750 - 63250 £ per year.
This is a critical role supporting site based leadership teams to drive people and development operational performance.
You will play a pivotal role in leading the site HR agenda and driving cultural transformation while providing credible, values‑led HR leadership on site.
Operating as a business partner to the site leadership team, you will shape and embed a culture of accountability, safety, engagement and performance, translating business goals into a pragmatic site-led HR plans that are aligned and compliment wider global and regional HR strategies, frameworks and processes.
A core focus is building mature, trust‑based relationships with trade unions, moving beyond transactional industrial relations to collaborative problem‑solving that supports change, productivity and workforce stability.
The role requires confident leadership through capability building of line managers, and visible presence on the shop floor to influence behaviours and build trust.
By balancing commercial rigour with empathy and integrity, you will act as a catalyst for sustainable cultural change, ensuring the workforce is engaged, respected and aligned to the future success of the site.
You will need a blend of strategic, relational and operational skills to lead change effectively:
- HR leadership
- Ability to align local site HR plans with wider site, regional and business strategies and objectives.
- Cultural transformation & change management
- Proven capability in diagnosing culture, shifting behaviours, and leading through resistance in a fast‑paced, operational environment.
- Union relations expertise
- Deep knowledge of collective consultation, negotiations and employment law, with the credibility to build constructive, trust‑based union relationships.
- Stakeholder influencing
- Confidence to challenge and coach leaders and line managers, balancing commercial outcomes with people impact.
- Leadership presence & credibility
- Strong personal impact, resilience and integrity, with visible leadership on the shop floor to build trust and role‑model desired behaviours.
- Coaching and capability building
- Skill in developing frontline and middle management capability in people leadership, performance management and employee engagement.
- Commercial and operational acumen
- Understanding of manufacturing operations, productivity, safety and cost pressures to ensure HR solutions are practical and value‑adding.
- Conflict management and negotiation
- Ability to de‑escalate issues, resolve conflict constructively and negotiate outcomes that support both workforce stability and business needs.
- Data‑driven decision making
- Confidence using people metrics, insights and trends to inform decisions and measure progress against cultural and engagement goals.
Your purpose will be to provide HR business partnering to the site by working closely with the site leadership and management teams, as well as the various teams within the wider UK&I HR function, to ensure all HR activity is contributing in line with the site plans and strategies, and is aligned to wider HR priorities for the region/business.
You will play a central role as part of the site leadership team, developing strong credible relationships and being instrumental in the setting of, leading of, and delivering the HR agenda.
What will be your key deliverables?
- Own the HR agenda for site, ensuring its alignment with the site strategy and the wider regional and global HR and business strategy
- Partner with the Site Lead to develop future facing site change plans including organisation design, workforce planning - structures, roles, responsibilities, shift patterns etc.
Manage impacts and risks assessment processes and mitigation plans and lead in implementation of people changes across the site
- Define and manage people cost base including headcount costs, agency spend, overtime, training budgets
- Define and own the sites flexible resource strategy
- agency & OT spend / hours / productivity
- Own and lead the site/functional talent and succession process, identifying talent and potential opportunities for development and working with the Talent Co E to build and execute talent action plans
- Own and lead absence management processes
- Manage informal performance management, advising/supporting line managers
- Lead and co‑create (with relevant HR Co E’s) the people and culture transformational agenda for the site
- Work in partnership with senior leaders and L&D Co E to identify needs and establish and implement solutions that support the ongoing development of leadership and skills capability.
- Work with Co E to identify and plan for future skills and capability development needs
- Provide coaching, mentorship and development support to site leadership and management team on people related matters.
- Support and coach leadership on driving and implementing effective change management
- Be a critical thought partner to site leaders
- Own and drive improvements in employee engagement, lead on the annual engagement survey and the process for developing site engagement action planning to address key areas.
- Hold leaders to account in their roles in owning this agenda
- Drive and own delivery of People KPI performance and action planning for improvements
- Own the industrial relations agenda for the site - union relationships, collective grievances, collective agreements.
Build solid relationships with site trade union teams that champion positive employee relations across the site and partner with the General Manager on ongoing engagement with the site trade unions
- Own the site trade union consultation and negotiations, to include site re‑organisations and pay negotiations, and working agreement reviews
- Lead on senior hires for the site leadership team (interviewing)
- Lead the site in adherence and completion of the BAU People Cycle
- Create offer proposals for all site banded roles (for reward approval)
- Develop and own local recognition platforms with support and alignment with the Reward Co E
- Maintain close links with other HR Business Partners across the UK&I to ensure consistency of HR practices
- Develop site driven local CSR agenda/activity – accountable for creation, maintaining and delivery of this agenda, and execution of central CSR agenda
- Develop local site driven Inclusion & Diversity and Employee Value Proposition plans, and execution of central IDE/EVP agenda
- Execute centrally driven Health & Wellbeing plans, including provision of support and leadership to the site Mental Health Ambassador network
- Provide the vital link to other teams within the wider HR function and Centre's of Excellence as required, including Reward, Talent Acquisition, L&D, Talent, Employee Relations, Occupational Health & Wellbeing, HR Shared Services
The role is highly visible and will require the ability to work cross functionally across leadership teams.
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Human Resources Business Partner employer: pladis Global
At pladis Global in Aintree, we pride ourselves on fostering a collaborative and inclusive work culture that empowers our employees to thrive. As a Site Finance Partner, you will not only enhance your financial skills but also enjoy opportunities for professional growth within a leading FMCG company. Our commitment to employee development, coupled with a supportive team environment, makes us an excellent employer for those seeking meaningful and rewarding careers.
StudySmarter Expert Advice🤫
We think this is how you could land Human Resources Business Partner
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at pladis Global!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at pladis Global.
We think you need these skills to ace Human Resources Business Partner
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at pladis Global. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to pladis Global and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at pladis Global. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to pladis Global's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at pladis Global
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with pladis Global.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at pladis Global will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact pladis Global and how you would contribute to adapting HR strategies.
