Senior Human Resources Business Partner

The Senior HR Business Partner will lead a local HR Team and play a key role in the formulation and implementation of business and HR strategy

• Excellent ability to business partner - lead strategically & operationally
• You will act as the interface with customers so need to be customer centric
• Demonstrate a strong commercial acumen

Full Job Description

HR Heads would like to introduce a fantastic opportunity within an innovative design & manufacturing business for a Lead HR Business Partner.

This business is a global and unionised organisation and the role is based in north Essex.

The Senior HR Business Partner will lead a local HR Team and be playing a key role in the formulation and implementation of business and HR strategy, policy, procedure and systems to ensure efficient HR support services are provided on-site.

You will be a key member of the site Senior Leadership Team, effectively partnering with the Plant Manager and other key stakeholders in the successful running of the site as a member of the management team.

This position is offering up to £63k plus exceptional benefits such as a competitive car allowance and a 15% bonus. A hybrid working schedule is offered with the expectation to be in the North Essex office 4 days a week.

Key accountabilities

Strategic management

• Provide HR Leadership to the defined population and full provision of HR Business Partnering to all functions across the site
• Lead and develop the local HR team in delivering a consistent, high-quality operational HR Service for the site in an effective, timely and cost-effective manner.
• Lead and participate in the development and implementation of the overall HR and business strategy with a strong focus on local sites.

Rewards and benefits

• Manage the salary structure and pay policy and oversee the variable pay systems within the Company including bonuses and salary increments
• Lead the site annual salary review, bonus scheme, pay negotiations and incentives and ensure correlation between pay and performance
• Work with the Reward and Benefits Analyst in leading competitive market research to establish pay practices and pay bands that help to recruit and retain staff

Employee relations

• Facilitate the use of best practice employee relations to minimise cost, including absenteeism, redundancies, disciplinary processes, grievances, and employment claims, ensuring process are followed in line with current policies
• Manage positive relationships with stakeholders to ensure a positive climate within the organisation
• Carry out the groundwork for negotiations with the Union and in the reviewing of other terms and conditions of service and facilitate implementations of the outcomes
• Advise management on the trends and development of factors/conditions prevailing within and outside the Company which will influence the Company employee programmes and relations
• Ensure all legislative changes within employment law are built into Company procedures and effectively communicated to managers and employees
• Actively support and advise managers on employment legislation and good employment practice for the successful management of day-to-day HR Matters
• Support managers in the implementation of the disciplinary and grievance procedures

Performance management

• Implementing the performance management system and managing the delivery of KPIs associated with the delivery of the Group and the site HR strategy
• Facilitate appropriate action, addressing poor and marginal performance issues arising from PDR process to include training, discipline, performance enhancement plans (PEPs) and performance development plans (PDPs) etc
• To ensure full participation in the performance development review (PDR) process and maintain an up-to-date record of all training and development activities/programmes

Talent management

• Develop and drive the site’s talent and capability reviews, champion the Talent Cycle and the implementation of an organisational-wide coaching culture
• Lead the talent development and succession planning activities for sites

Learning and development

• Develop a training and development strategy in line with Group requirements
• Support the direction of appropriate learning and development initiatives for the site to ensure the learning and development needs of employees are achieved and that the site has the flexibility to deliver targets
• Conduct training needs assessment in liaison with Line Managers and facilitates appropriate training and development intervention measures
• Ensure leadership training is provided to managers and supervisors
• Resourcing
• Implement the site organisational development strategy to ensure continuous improvement through culture change and workforce planning so the site is equipped to meet business objectives
• Provide leadership and guidance on recruitment, sourcing and selection for the site
• Ensure the right balance of staff in terms of skills and experience in accordance with the current headcount budget
• Promote equality and diversity as part of the culture of the organisation
• Ensure cost-effective recruiting and hiring practices necessary to recruit and hire individuals of appropriate calibre

Communication and engagement

• Lead the site employee monthly engagement initiatives with various stakeholders including the employee engagement survey
• Lead the site communications to ensure that change is approached positively, and the desired results are achieved

Health and safety

• Work closely with site HSE Advisor in the implementation of health and safety policies
• Assist in sourcing and ensuring that relevant insurance policies are in place
• Oversee the smooth running of the management of medical issues and seek advice where required

Change management

• Lead Change Management projects as directed
• Advise management on the implications of such Change Management projects and coordinate / facilitate accordingly

Other

• Lead and develop the local HR team in delivering a consistent, high-quality operational HR service to the site
• Assist in the organisation of social events and recreational activities for staff as appropriate
• Security, Health, Safety and Environment
• Understand and apply the appropriate HSE policies and local legislation across the sites and ensure individuals are aware of and comply with requirements. Ensure standards are consistently applied and appropriate action is taken against those who fail to meet them
• Ensure the team comply with established security procedures at all times
• Common to all roles
• To ensure full participation in the performance development review (PDR) process and maintain an up-to-date record of all training and development activities/programmes
• To always act and behave in a way compliant with all company guidelines and policies, especially those relating to values and behaviours, environmental health and safety, ethics and codes of conduct, as it is through living our values that we strengthen the culture of our business and demonstrate our understanding of our Code of Business Principles. Further information on our company values can be found in our “Living the Values” guidelines.

The successful candidate will have the following:

• A degree from a recognised university/Level 5 CIPD (Level 7 Desirable)
• Proved HR Professional experience in a manufacturing environment
• Strong experience in working within a Unionised environment
• Knowledge and understanding of local labour markets and employment law regimes
• Experience in HR strategy development, operations and administrative design and implementation
• Good presentation, influencing and interpersonal skills
• Ability to maintain confidentiality at the highest level and be assertive, yet professional in dealing with matters
• Demonstrable ability to manage teams, empower staff and gain the confidence and respect of senior stakeholders
• Strong leadership skills
• Commercial acumen
• Accountability
• Demonstrable experience in strong decision-making and problem-solving
• Project Management, the ability to handle multiple HR projects alongside other organisational projects