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Senior HR Business Partner

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Job Summary

We are seeking a highly skilled and experienced Strategic People Partner to join our team at Staffline Group. As a key member of our HR Leadership team, you will play a critical role in driving business performance and change with senior stakeholders.

About the Role

The Strategic People Partner will be responsible for delivering the People Plan, working closely with other members of the People Leadership team to develop and deliver excellent service standards across all aspects of the People function.

Key Responsibilities

  • Embed the People Strategy: Effectively land and embed the People Strategy within relevant business areas through Divisional and Regional People Plans, incorporating talent and succession planning, engagement, data insights, and actions.
  • Lead People Performance: Lead people performance across relevant business areas, including monthly and quarterly performance reviews, to drive a High-Performance culture.
  • Employee Engagement: Lead the employee engagement agenda across the business area, providing coaching, advice, support, and challenge to stakeholders.
  • Organisational Design: Ensure the Organisation is continually evolving and is designed in line with organisation design principles, fit for purpose, and delivers desired levels of performance.
  • Legislative Compliance: Stay up to date with new legislative changes that impact employees and workers, both on current employment law and future industry impacts.
  • Internal Communications: Support all elements of the internal communications process, including stakeholder briefings and associated communications.
  • People Development: Develop, implement, and embed effective people development strategies to enhance capabilities and ensure robust talent management, succession, and retention plans are delivered.
  • People Metrics: Oversee delivery of People Metrics to provide relevant management analysis of information that can be used to better inform people decisions.

Requirements

  • Expertise: Be an expert in your field, with significant stakeholder management and influencing skills up to and including Director level.
  • Commercial Awareness: Have commercial awareness and be able to link People strategies to business performance indicators.
  • Generalist HR Knowledge: Have strong generalist HR knowledge and experience, including ER, organisational design, change management, reward, talent, and performance management.
  • HR and Business Data: Have worked with HR and Business data and be able to report, manipulate, and present this data in a meaningful way to relevant stakeholders.
  • Project Management: Be able to prioritise multiple projects simultaneously, work with tenacity, and respect for those around you, and continuously look to develop both personally and professionally.
  • Values-Led: Be values-led, able to work both at strategic and operational levels, and demonstrate a desire to get stuck in to the task at hand, leading by example.