Human Resource Business Partner

Job Type: 1 Year Fixed Term Contract, Full Time/Part time

Overview: As the sole HR professional within the business, the role combines strategic HR planning with hands-on operational delivery. It ensures legal compliance, supports managers, develops people practices, manages employee relations, oversees recruitment, and contributes to business growth while promoting a positive workplace culture. The HRBP acts as the primary advisor to management on all people-related matters and ensures that HR policies, procedures, and employment practices align with employment legislation and organisational objectives.

Key Responsibilities:

• HR Strategy - Develop and implement the company's HR strategy. Align people practices with business objectives. Support organisational growth and workforce planning. Advise management on HR risks and opportunities. Produce HR reports and metrics as required. Recommend improvements to HR processes.
• Recruitment and Selection - Manage the full recruitment process including collaboration with hiring manager to ensure efficient workforce planning, advertising vacancies, liaising with recruitment agencies, shortlisting candidates, managing and coordinating interview processes and assessments, making offers, preparing contracts of employment, and right-to-work checks.
• Onboarding - Design and coordinate induction itineraries. Ensure completion of new starter documentation. Set up personnel files and profiles. Coordinate IT and equipment requirements. Ensure compliance with company probation policy. Ensure successful integration into the business.
• Employee Relations - Provide professional advice and support on disciplinary procedures, grievances, performance management, capability issues, absence management, flexible working requests, bullying and harassment complaints, whistleblowing, workplace investigations, mediation, and appeals. Conduct investigations and prepare comprehensive reports and outcomes. Support managers through formal HR meetings. Maintain accurate documentation throughout.
• Employment Law Compliance - Ensure compliance with relevant employment legislation including Employment Rights, Equality legislation, Working Time Regulations, National Minimum Wage, Holiday entitlement, Family leave, Data protection, Health and Safety, and Immigration and Right to Work legislation. Keep up to date with legislative changes. Review company policies regularly and update as required.
• HR Policies and Procedures - Develop, review and maintain HR policies, procedures, templates, forms, and guidance documents. Ensure policies reflect current legislation and best practice. Communicate policy updates effectively.
• Performance Management - Manage the company performance review process. Support managers with annual appraisals, objective setting, performance improvement plans, coaching conversations, and development planning. Monitor completion rates. Provide training where required.
• Learning and Development - Identify organisational training needs. Coordinate internal training, external training, and mandatory training. Maintain training records. Evaluate training effectiveness.
• Payroll Support - Work alongside finance team by communicating payroll changes including starters, leavers, salary changes, overtime management, bonuses, deductions, sick pay, maternity/paternity pay, and holiday calculations. Support resolution of payroll queries.
• Employee Benefits - Administer company benefits including pension, private healthcare, life assurance, Employee Assistance Programme, salary sacrifice schemes, and wellbeing initiatives. Manage benefit renewals. Support required benefit reviews.
• Attendance Management - Monitor sickness absence, long-term absence, occupational health referrals, and return-to-work interviews. Support managers in reducing absence levels.
• HR Administration - Maintain accurate HR records including personnel files, contracts, variation letters, HR database, absence records, training records, performance records, and confidential files. Ensure GDPR compliance, act as the complaints lead for Data Compliance.
• Employee Engagement - Develop initiatives to improve employee wellbeing, staff engagement, retention, recognition, internal communications, and team culture. Support in organisation of employee events and meetings.
• Change Management - Support organisational change including restructures, TUPE (where applicable), redundancy consultations, and organisational redesign. Ensure legal compliance throughout.
• Health and Wellbeing - Promote wellbeing initiatives. Support mental health awareness, employee wellbeing programmes, occupational health referrals, reasonable adjustments, and stress risk assessments.
• HR Systems - Manage HR Information Systems (HRIS). Maintain data accuracy. Produce management reports. Recommend system improvements. Support implementation of new systems.
• Organizational Culture - Develop and implement a solid organisation culture that reflects the business in a positive light, establishing a road map to ensure major pillars in organisational development such as inclusion, diversity, and health and wellbeing frameworks are well established. Provide regular reports to senior management.

Essential Qualifications - CIPD Level 5 qualification or equivalent HR experience. Membership of the Chartered Institute of Personnel and Development (desirable).

Essential Experience - Experience working as a standalone HR professional or HR Manager. Experience managing the full employee lifecycle. Strong employee relations experience. Recruitment and selection experience. Performance management experience. Policy development. Employment law knowledge. HR systems experience. Payroll liaison experience. Change management experience. Managing confidential information.

Knowledge - UK employment legislation, ACAS Code of Practice, recruitment best practice, performance management, learning and development, equality and diversity, GDPR, HR best practice, health and safety principles, payroll processes, and employee engagement.