At a Glance
- Tasks: Support leadership teams to drive people performance and organisational effectiveness.
- Company: Join a fast-growing global biscuits and confectionery business with iconic brands.
- Benefits: Competitive salary, diverse culture, and opportunities for personal growth.
- Other info: Be part of a diverse team committed to bringing happiness to consumers.
- Why this job: Make a real impact by shaping the people agenda in a dynamic environment.
- Qualifications: Experience in HR business partnering and strong stakeholder management skills.
The predicted salary is between 50000 - 65000 £ per year.
Want to help us bring happiness to the world?
Want to join an ambitious and fast growing global biscuits and confectionery business investing heavily in iconic global brands, infrastructure and people?
Then this is the place for you.
As proud bakers and chocolatiers and custodians of iconic global brands, we don’t compromise on the quality of ingredients in our products or on the people we hire.
We are looking for entrepreneurial spirits who share our passion for bringing happiness to our consumers and who embody our Winning Traits.
To succeed at pladis you need to be purpose-led , resilient and positive to succeed here because we expect pace and agility , we insist on collaboration and demand accountability.
If that is your thing, then pladis offers global ambition, a clear Vision and roadmap for success, challenge, and unrivalled opportunities to learn and make an impact
Click “Apply” to get started.
About the Role
This is a critical HR Business Partner role supporting Corporate and Commercial leadership teams to drive organisational effectiveness, people performance, leadership capability and business growth.
You will play a pivotal role in shaping and delivering the people agenda, acting as a trusted advisor to senior leaders while providing credible, values-led HR leadership across Corporate and Commercial functions.
Operating as a strategic business partner to functional leadership teams, you will help translate business objectives into pragmatic people plans that drive performance, enable transformation and build organisational capability.
You will ensure alignment with wider regional and global HR strategies, frameworks and processes while balancing business priorities with a strong employee experience.
A core focus of the role is building trusted relationships with business leaders, influencing decision-making and supporting organisational change.
You will enable leaders to build high-performing, engaged and inclusive teams, helping the business navigate growth, transformation and evolving market demands.
The role requires a commercially minded HR professional who can operate strategically while remaining close enough to the business to understand operational realities and provide practical solutions.
Through coaching, challenge and partnership, you will act as a catalyst for organisational and cultural development, ensuring the business has the talent, leadership capability and organisational structures needed for long-term success.
Purpose of the Role
Your purpose will be to provide strategic HR business partnering support to Corporate and Commercial functions, working closely with senior leaders and the wider UK&I HR team to ensure all people initiatives support business objectives and align with broader organisational priorities.
You will play a central role within leadership teams, developing strong, trusted relationships and influencing decisions that drive organisational effectiveness, talent development, employee engagement and business performance.
- Key Deliverables
- Strategic Business Partnering
- Own and deliver the people agenda for designated Corporate and Commercial functions, ensuring alignment with business priorities and wider regional and global HR strategies.
- Partner with functional leaders to develop and execute workforce plans that support growth, transformation and future capability requirements.
- Act as a trusted advisor to senior leaders, providing strategic counsel on organisation design, talent, culture and people-related risks.
- Use workforce insights and data to identify trends, inform decision-making and drive continuous improvement.
- Organisation Effectiveness & Change
- Partner with leaders on organisation design, restructuring, operating model changes and transformation programmes.
- Assess organisational capability and identify interventions to improve effectiveness, performance and employee experience.
- Support leaders in planning and implementing change initiatives, ensuring effective communication, engagement and adoption.
- Talent, Leadership & Succession
- Lead talent and succession planning processes across supported functions, identifying critical talent and development opportunities.
- Partner with Talent and Learning teams to build and implement leadership and capability development strategies.
- Support the identification and development of future leaders through tailored development planning and career pathways.
- Lead senior-level recruitment activity in partnership with Talent Acquisition.
- Leadership Coaching & Performance
- Coach and challenge leaders on all aspects of people leadership, team effectiveness and organisational performance.
- Support managers in managing performance, enhancing accountability and building high-performing teams.
- Drive leadership capability through coaching, mentoring and development interventions.
- Culture, Engagement & Inclusion
- Lead and support initiatives that strengthen culture, engagement, inclusion and employee experience.
- Partner with leaders to analyse engagement survey outcomes and develop meaningful action plans.
- Hold leaders accountable for creating inclusive, high-performing and engaging team environments.
- Champion wellbeing, diversity, equity and inclusion initiatives within supported functions.
- HR Governance & Collaboration
- Ensure delivery of annual people processes including talent reviews, performance management, succession planning and reward cycles.
- Partner closely with HR Centres of Excellence including Reward, Talent Acquisition, Learning, Employee Relations and Wellbeing teams to deliver integrated people solutions.
- Collaborate with HR Business Partners across the organisation to ensure consistency, share best practice and drive continuous improvement.
Essential
- Significant HR Business Partner experience supporting senior leaders within a complex, fast-paced organisation.
- Strong strategic business partnering, coaching and stakeholder management skills.
- Experience leading organisational change and transformation initiatives.
- Proven expertise in talent management, succession planning and leadership development.
- Strong employee relations and employment law knowledge.
- Commercially minded with the ability to align people strategies to business outcomes.
- Data-driven approach with experience using people analytics and insights.
- CIPD Level 5 qualified or equivalent experience.
Desirable
- Experience supporting Corporate and/or Commercial functions.
- Expertise in organisation design and workforce planning.
- FMCG, consumer goods, retail or commercial business experience.
pladis is an Equal Opportunity Employer, committed to hiring a diverse workforce.
All openings will be filled based on qualifications without regard to race, color, sex, sexual orientation, gender identity, national origin, marital status, veteran status, disability, age, religion or any other classification protected by law.
We operate a strict Preferred Supplier List.
If you are a recruitment agency and wish to submit candidate to be considered for this vacancy, you must have agreed to, and signed, our terms of business.
We will not accept CVs from any other sources other than those currently on our PSL.
We will not pay a fee for any candidate that has not been represented by a provider on our PSL.
HR Business Partner employer: pladis
At pladis, we pride ourselves on being a dynamic and inclusive employer that fosters a culture of collaboration and growth. Located in the vibrant Chiswick area of London, our team enjoys access to iconic brands and a supportive environment where entrepreneurial spirits can thrive. With a commitment to employee development and a shared passion for bringing happiness to consumers, pladis offers unparalleled opportunities to make a meaningful impact while working alongside like-minded colleagues.
StudySmarter Expert Advice🤫
We think this is how you could land HR 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!
✨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.
We think you need these skills to ace HR 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. 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 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. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to pladis'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
✨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.
✨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 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 and how you would contribute to adapting HR strategies.
