HR Business Partner

The HR Business Partner will collaborate with leaders to align people strategies with business objectives, driving performance, engagement and organisational effectiveness. The role provides expert HR support across the employee lifecycle while supporting leadership development, business growth, and the digitalisation and automation of HR processes.

Key Responsibilities Business Partnering

• Partner with leaders to develop and deliver people plans that support business objectives and operational priorities.
• Provide commercially focused HR advice and constructive challenge to support effective decision-making.
• Contribute to business planning through organisational analysis and people-focused recommendations.
• Analyse HR data and key metrics to identify trends, risks and opportunities for improvement.
• Drive initiatives that enhance organisational performance, capability and employee engagement.

Employee Relations

• Lead and manage complex employee relations matters including disciplinary, grievance, absence and capability.
• Provide expert guidance on employment legislation, policy application and HR best practice.
• Support managers in resolving workplace issues fairly, consistently and effectively.
• Minimise organisational risk through proactive case management and sound decision-making.

Workforce Planning & Talent

• Support workforce planning activities to ensure future skills and capability requirements are identified and addressed.
• Support succession planning and talent review processes.
• Identify development opportunities for key employees and high-potential talent.
• Work with leaders to improve retention, career pathways and internal mobility.

Organisational Development & Change

• Support organisational change, transformation and continuous improvement initiatives.
• Contribute to employee engagement, culture and values programmes.
• Assist in organisational design and team effectiveness projects.
• Support initiatives that strengthen capability and organisational resilience.

Coaching & Capability

• Coach and support managers on people management and team effectiveness.
• Support the development of the HR team through coaching, training and continuous professional development to build capability and strengthen service delivery
• Develop management capability in performance management, employee engagement and workforce leadership.
• Deliver training, workshops and guidance to promote best practice people management.
• Encourage a consistent approach aligned to company values and expectations.

Recruitment & Resourcing

• Partner with hiring managers to attract, select and retain high-quality talent.
• Support recruitment activities for all roles.
• Ensure recruitment plans align with workforce requirements and business growth objectives.
• Drive improvements to onboarding and employee integration processes.

Performance & Employee Development

• Support the delivery of performance management processes and development frameworks.
• Provide guidance on managing performance concerns and recognising strong performance.
• Promote a culture of continuous feedback, accountability and personal development.

Governance & Compliance

• Ensure compliance with employment legislation, company policies and HR procedures.
• Support policy development, review and implementation.
• Contribute to audits, reporting requirements and governance activities.
• Maintain effective, efficient and compliant HR processes.

HR Projects & Continuous Improvement

• Drive improvements in HR systems, processes and service delivery.
• Act as a key user and administrator of HR information systems (HRIS), ensuring data integrity, system optimisation and effective utilisation across the business.
• Support the digitalisation of HR processes through automation, workflow improvements and self-service solutions.
• Utilise HR technology and people analytics to enhance decision-making, reporting and operational efficiency.
• Share best practice and contribute to Group-wide people initiatives.

• CIPD Level 5 qualified or working towards CIPD Level 7.
• HR generalist experience within a manufacturing, engineering or operational environment.
• Experience leading HR projects and implementing change initiatives.
• Experience using and maintaining HR Information Systems (HRIS), with a focus on data accuracy, reporting and process optimisation.
• Experience implementing or supporting digitalisation, automation or continuous improvement initiatives within HR.
• Experience within aerospace, manufacturing or engineering sectors.