Senior HR Business Partner

Senior HR Business Partner (Business Transformation including D365 Programme) Rotork Chadderton, England, United Kingdom Job PurposeOversee people activities across the Business Transformation function, including our global D365 Implementation Programme, ensuring alignment with the global Business and People strategy through strategic collaboration with senior leaders in the function (including RMB stakeholders). Build people capability by shaping and implementing effective people strategies and activities within the client group to enhance employee engagement and create a high‑performing environment. Act as a consultant and trusted advisor to leadership teams to drive talent strategies, organisational change, workforce planning and engagement to enhance business performance. Operate independently with minimal input from the Head of HR and deputise for the Head of HR when required. Job Description Oversee people activities across the Business Transformation function, including our global D365 Implementation Programme, ensuring alignment with the global Business and People strategy through strategic collaboration with senior leaders in the function (including RMB stakeholders). Build people capability by shaping and implementing effective people strategies and activities within the client group to enhance employee engagement and create a high‑performing environment. Act as a consultant and trusted advisor to leadership teams to drive talent strategies, organisational change, workforce planning and engagement to enhance business performance. Operate independently with minimal input from the Head of HR and deputise for the Head of HR when required. Main Responsibilities Strategic Planning Partner with business leaders to define and deploy the People Strategy aligned with the functional strategy, ensuring integration with wider business strategy. Be a core member of the client group leadership team. Collaborate with HR centres of excellence (CoE’s) to deliver effective HR solutions that support the People Strategy while aligning to business needs. Use a data‑driven approach to analyse trends and metrics to support decision making, measure HR impact and improve productivity. Drive organisational change and transformation initiatives. Support the development of fair and motivating compensation strategies aligned with business success. Delivery and Execution Work in partnership with the wider HR team to deliver key annual people activities (including performance management, pay review, engagement and talent review) across the client group to ensure processes are understood and followed by managers. Build strong relationships across the HR team to enable effective delivery of HR initiatives and projects. Senior Level Business Partnership Partner with senior leaders to drive HR strategies that support business objectives and organisational growth. Collaborate with senior leaders to understand business needs and provide strategic HR guidance and solutions. Coach, influence and support leaders on a range of people activities and challenges. Ensure HR policies and practices are implemented effectively to ensure compliance. Culture and Engagement Lead the evolution of culture within the client group to embed Rotork’s DNA. Ensure engagement areas of focus/action become a core business process and activity within the client group. Be a visible role model for Rotork DNA and Behaviours to the business. Talent Development Lead talent and succession planning within the client group to ensure Rotork recruits and develops high‑calibre talent with a focus on supporting Rotork strategic initiatives around internal talent development and diversity. Support strategic workforce planning (including succession planning and talent management) across the client group to develop the next level of leaders. Attract top talent into the organisation by working with the TA Partner to develop and implement strategies to attract top talent to the client group. Retain talent by partnering with leaders to embed effective workforce planning, succession planning and talent management. Organisation Change / M&A Lead organisational change initiative and transformation to improve organisational health within the client group and ensure long‑term impact. Ensure the client group is ready to deliver sustainable business growth. Shape structures and processes to optimise workforce effectiveness. Provide HR leadership on merger/acquisition projects from the early due diligence process through integrations, benefits harmonisation and divestiture employee matters, as well as onboarding and working with the wider HR team. Qualifications Required skills and competencies HR qualified – possess a Bachelor’s degree or equivalent experience. Relevant HR qualification (e.g. CIPD, SHRM, HR Diploma, HR Masters) preferred. Experience of HR business partnering – from a fast‑paced, international and matrixed organisation. Minimum 15 years’ experience in HR with a focus on commercial HR leadership roles. Proactively creates value in partnerships, encouraging a win‑win mindset throughout the organisation. Strong problem‑solving skills and ability to handle complex HR issues. Excellent interpersonal and stakeholder management skills – able to build strong relationships with internal and external senior stakeholders to influence outcomes and ensure alignment of HR initiatives with business priorities. Proven experience partnering with senior leaders. Business acumen – commercially aware, with a good understanding of financial drivers, risk and reward, industry trends and macro‑economic changes that impact the business. Proven experience leading business operations and providing strategic HR support based on understanding of financial P&L. Customer focused – promotes a positive influence on others and demonstrates a passion to deliver excellent service. Fosters an environment that maximises employee satisfaction and productivity. Collaborative – works cross‑functionally to ensure HR solutions align with business needs. Understands cultural differences and can lead teams effectively in a global environment. Analytical – a clear thinker with strong attention to detail. Makes decisions quickly, often without all the information available, using analytics to measure HR impact and drive informed decisions. Digital agility – comfortable using technology to drive automation, efficiencies and focus on value‑add delivery. Curious and self‑motivated – keen to learn and comfortable challenging embedded perceptions and practices. Takes initiative and works proactively, demonstrating a high level of initiative while working without close supervision. Execution excellence – excellent planning skills, able to adapt and cope with the unexpected, action‑oriented and problem‑solving mentality. Communication excellence – clear and effective written and verbal skills. Seniority level Mid‑Senior level Employment type Full‑time Job function Human Resources Industries Software Development and IT Services and IT Consulting #J-18808-Ljbffr