The ideal candidate must have experience providing operational HR support to designated business areas delivering best practice in line with specialist HR Functions. To act as a strategic partner to designated business areas, providing expert HR guidance and support across the full employee lifecycle including but not limited to handling complex employee and industrial relations matters. The HR Business Partner will work closely with management and employees to deliver effective HR solutions that align with business objectives whilst ensuring compliance with all relevant employment legislation and company policies.
should work closely with management in order to provide training for employees and establish ways to increase employee engagement.
Main responsibilities
Strategic HR Partnership
- Act as the primary HR contact for assigned business units, building strong relationships with key stakeholders
- Partner with senior leaders to understand business objectives and translate these into effective people strategies
- Provide insight and analytics on workforce planning, organisational design, and talent management
- Contribute to the development and implementation of HR strategies that support business growth
Employee Relations
- Provide expert advice and guidance on employee relations matters, including disciplinary, grievance, capability, and absence management cases
- Prepare for, attend, and lead collective consultation meetings and negotiation
- Provide expert advice and coaching to managers on ER/IR matters, ensuring compliance with employment law and company policies
- Conduct workplace investigations in a fair, thorough, and timely manner
- Support managers in handling complex ER situations whilst ensuring legal compliance
- Mediate and resolve workplace conflicts, promoting positive working relationships
Talent Management & Development
- Support the recruitment process, including job design, candidate selection, and onboarding
- Facilitate talent reviews and succession planning discussions
- Support performance management processes, coaching managers to have effective conversations
Change Management
- Support organisational change initiatives, including restructures and transfers
- Conduct consultation processes in accordance with legal requirements
- Prepare business cases and impact assessments for proposed changes
- Support employees and managers through periods of transformation
Policy & Compliance
- Ensure all HR practices comply with current employment legislation and company policy
- Keep abreast of changes in employment law and advise the business accordingly
- Support the review and development of HR policies and procedures
- Maintain accurate HR records and ensure GDPR compliance
HR Projects & Initiatives
- Contribute to HR projects and continuous improvement initiatives
- Implement new HR systems, processes, or programmes within assigned areas
Management Information & Reporting
- Monitor HR metrics (turnover, absence, etc.)
- Analyse trends and provide recommendations to the business
- Maintain accurate records on HR systems
COMPETENCIES AND SKILLS
- Strong communication and interpersonal skills (written & verbal)
- Influencing, negotiation, and stakeholder management at all levels
- Builds trust, credibility, and maintains high integrity/confidentiality
- Sound judgement and data-driven decision-making
- Analytical mindset with ability to interpret trends and insights
- Excellent organisational, time management, and multitasking abilities
- Project management and execution of multiple initiatives
- Ability to work independently and collaboratively in fast-paced environments
- Proficient in Microsoft Office suite
- Contributes to HR strategy aligned with business objectives
- Coaching and mentoring capability
- Innovative, proactive, and solutions-oriented approach
- Adaptable, resilient, and comfortable with change and ambiguity
- Committed to employee experience and organisational development
Profile
- HR Degree or equivalent tertiary qualification
- Minimum 5 years' experience in a HR Business Partner or Senior HR Advisor role
- Extensive experience in managing complex ER/IR cases including disciplinaries, grievances, capability, and absence management
- Proven track record of ER related matters: CCMA representation, trade union engagement, including conducting collective consultations and negotiations
