HR Business Partner - 12 Month FTC in Liverpool

Princes Liverpool is looking for an HR Business Partner to join us on a 12-month maternity contract starting in August/September 2026. This is a great opportunity for someone looking to gain FMCG experience and network within one of the UK's leading food and drink businesses. You will be working from one of the most prestigious buildings in Liverpool - the Royal Liver Building between Monday to Thursday and Fridays from home.

Job Purpose

To act as a trusted strategic and operational partner to Directors and Senior Managers, providing high quality HR advice, coaching, support and challenge across all people matters. The role is stakeholder focused, with a primary emphasis on building strong, credible relationships with leaders, supporting them to deliver their objectives through effective people management. The HR Business Partner will contribute to the development and delivery of the HR strategy, translate business priorities into practical people plans, and ensure a consistent, commercial and legally compliant approach to HR across the organisation. Through effective stakeholder support, leadership and data-driven insight, the role will enhance colleague engagement, capability and performance, ultimately supporting business success.

Benefits

• 25 days Annual Leave + Bank Holidays (pro rata January - December)
• A day off for your Birthday
• 14.5% Pension (5% Employee, 9.5% Employer)
• Opt-In Life Insurance Policy
• Private Medical Insurance
• Critical Illness Cover

Principal Responsibilities

Strategic Alignment

• Collaborate with People Managers and the Site Leadership team to understand strategic objectives and align people strategies and initiatives with business goals.
• Translate Group HR strategies and objectives into operational plans to support the overall business strategy.
• Develop short to medium-term people plans and projects to support business objectives and operational strategies.

Organisational Design and Change Management

• Lead on the people element of organisational design efforts to improve effectiveness and efficiency.
• Lead and support strategic change programmes and Group HR projects.
• Develop and implement change management strategies to facilitate communication and guide managers and colleagues through organisational changes.

Talent Management

• Identify and address talent needs, through succession planning, strategic planning & colleague development.
• Support the development and implementation of succession planning strategies in line with Group HR strategy.

Employee Relations

• Overall accountability for employee relations matters within areas of responsibility.
• Manage senior level, high risk, or complex employee relations cases.
• Develop a partnership approach with internal stakeholders to assist in delivering change across the organisation.

Performance and Development

• Work with SLT Members to set performance expectations, identify development opportunities, and provide coaching and feedback.
• Identify and implement training and development solutions, in conjunction with CoE, in line with business requirements and individual development plans.
• Manage senior level or complex capability and performance management issues, ensuring business impact is minimised and individual support maximised.
• People Management of an HR advisor – to support the professional development of the HR Advisor, building capability and succession within the HR function.

Workforce Planning

• Analyse data trends and projections to assist in workforce planning, ensuring the right people are in the right roles considering skills, diversity, and future needs.

Colleague Engagement

• Work with CoEs to develop and implement initiatives to foster employee engagement, well-being, and a positive work culture.
• Promote company values through effective communication and engagement mechanisms.

HR Metrics and Reporting

• Use HR data, metrics & insights to identify trends, and develop relevant local strategies & measure the effectiveness of people programs and initiatives.

Policy Development and Compliance

• Develop, and review HR policies and procedures to ensure compliance with employment legislation, industry best practices, and organisational requirements.

Role Requirements

Knowledge, Skills & Experience

• Proven experience operating at HR Manager/HR Business Partner level within a generalist HR role.
• Familiarity with operating in a Head Office environment is desirable.
• Strong understanding of HR principles in a dynamic legislative and business landscape.
• Demonstrated experience in managing projects and driving change initiatives.
• Proficiency in change management and organisational restructurings.
• Previous success in team management roles.
• Track record of collaborating closely with Directors and senior leadership.

Qualifications

• MCIPD qualification preferred.
• Exceptional relationship-building skills with internal stakeholders.
• Ability to effectively prioritise and manage workload in a fast-paced environment.
• Strong influencing abilities to drive change and consensus.
• Excellent communication skills, both written and verbal.
• Proficiency in Microsoft Office applications.
• Adaptive mindset to thrive in a constantly evolving environment.
• Strong alignment with and support of business and change initiatives.