HR Business Partner - L&D in Burnley

Our client is a leading global expert in the provision of specialist technical services and operates in several jurisdictions around the world.

The Role

Reporting to the HR Director, the HR Business Partner (L&D) plays a key role in partnering the HR Team and business leaders. This role has a generalist remit covering the full spectrum of partnering requirements with focus on learning and development initiatives to build capability, support learning and development, and promote organisational performance. The role holder will also be responsible for supporting the HRD with a variety of HR projects and initiatives according to business need.

Key Responsibilities

• Health, Safety & Environment
  • Fulfil duty to take care of own health and safety and that of others who may be affected by your actions at work.
  • Carry out assigned tasks and duties in a safe manner, in accordance with instructions, and comply with all Health, Safety & Environmental rules, policy, procedures, regulations and codes of practice.
  • Co-operate with management and co-workers to help everyone meet their legal obligations.
  • Follow any instructions or health, safety & environmental training provided by the company and report any hazards, injuries or ill health that present a serious and imminent risk and inform line manager about any identified shortcomings within health and safety arrangements.
• Performance Culture
  • Promote a positive, high-performance culture and continuous improvement in people practices.
  • Translate outputs from the performance management process into structured learning and development plans aligned to business and capability priorities.
  • Engage with and promote best use of existing systems, tools and reporting to end users.
  • Use data and insights to measure learning effectiveness, return on investment and inform future decision-making.
  • Support the identification of capability gaps and link performance outcomes to development and learning initiatives.
• Learning & Development
  • Partner with HR Team and senior leaders to source and deliver development solutions to embed targeted skills development aligned to region business goals.
  • Promote career development paths aligned to business needs and structured role progression in step with job evaluation levels.
  • Engage with internal subject matter experts and third parties to build capability through resourcing and training initiatives, e.g. schools and training providers.
  • Coordinate the longer-term learning and development initiatives such as Apprentice and Traineeships, Supervisory and Leadership development, High Potential and Mentoring programs.
  • Take an active role in coordinating and delivering development initiatives, partnering team members and taking ownership where required to ensure successful implementation.
• Business Operations and Delivery
  • Lead and coordinate as required bespoke HR projects (e.g. Engagement Survey, System, Process and Policy development initiatives) and support delivery planning through implementation and ongoing review.
  • Monitor and evaluate the effectiveness of initiatives to inform continuous improvement.
  • Support HR function with business partnering requirements as required.
  • Provide expert advice on generalist remit requirements including employee relations and employment legislation to ensure compliant and consistent practices.
  • Build strong stakeholder relationships to influence and challenge constructively.
• Organisational Development
  • Partner HR function to support organisational development and talent management requirements, including succession planning and high-potential development and individual career development requirements.
  • Contribute to organisational design and change initiatives from a people perspective.
  • Ensure compliance with regulatory reporting requirements with regards to proposed organisational changes, e.g. Management of Change, employee and team initiatives or business restructuring activities.
• Engagement
  • Engage and coach managers with the necessary support to ensure a positive and proactive ER climate is maintained, enabling the business to deliver its operational priorities in accordance with our values and legislative requirements.
• Diversity
  • Actively promote a work environment which endorses the company values of diversity and inclusion.
  • Evaluate and monitor agreed Diversity Key Performance Indicators ensuring that resourcing and development opportunities are aligned. Escalate as necessary if any people impact, policy or legal contraventions are identified.
  • Ensure compliance with GDPR.

Key Requirements

• Skills & Experience
• Job Specific Education Required:
• Work Experience Required: Learning and development experience particularly in supporting apprenticeships, training plans and soft skills development. E-learning and HRIS systems. Ideally from Energy industry or manufacturing with experience of working in a global matrixed organisation.
• Skills & Knowledge Required: Solutions based mindset with strong influencing and problem-solving skills. Active listener capable of quickly assimilating inputs and proactively determining how to meet business needs and create value. Excellent people skills, relationship builder who enjoys collaborating and partnering with people. Commercially astute, capable of determining business need and return on investment. Bias for action with good organisational and time management skills. Comfortable working within a matrix structure.
• Requirement to travel: Ad-hoc business travel.