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Human Resources Business Partner

2 months ago

Manchester UK, Greater Manchester, United Kingdom Metroline Ltd Full time

Job summary

As a vital part of our HR team, the HR Business Partner will provide expertise to the organisation and address all associated people matters in accordance with best practice, internal compliance and legal requirements.


The HR Business Partner will also play a critical role in ensuring the employee lifecycle is fully supported by solid ways of working, frameworks, policies and practices and take a lead on several aspects including organisational design, workforce planning and HR data and metrics to drive insight for continuous improvement purposes.


This role requires a strategic thinker who can manage talent effectively and align HR strategies with the unique needs of the industry.


Main Responsibilities

  • Provide expert HR advice and guidance to Senior Managers, Managers and staff within the business area to support a positive, legally compliant work environment.
  • Train, coach, support and offer guidance to all stakeholders on the application of HR policies and procedures in line with current legislation through briefings and ER workshops reducing reliance on External legal support.
  • Support managers in dealing with complex casework, performance, attendance, and employee relations issues.


Recruitment and Selection

  • Support the end-to-end recruitment process to attract and retain top talent, ensuring role design and purpose is established, job descriptions are up to date and headcount/establishment is maintained.

Policy development and assurance

  • Maintain a robust policy matrix and reviewing process ensuring existing policies are in alignment with current business needs and legal requirements.
  • Take a lead on all trade union engagement on policy updates and manage the Policy subcommittee.

Performance Management

  • Implement and maintain performance processes that drives organisational excellence, including objective setting and the use of organisational performance metrics.

Employee Engagement

  • Participate in implementing and driving actions based on employee engagement surveys. Collaborating with business leads to ensure engagements initiatives are well coordinated, effective and aligned with the company’s objectives and values.

Learning & Development

  • Support the Head of HR on the implementation of learning initiatives that support the company’s objectives and enhance employee competencies (including utilisation of the apprenticeship levy where applicable to support employee development).

Workforce planning, talent and succession planning

  • Work closely with Managers and the Talent Acquisition Partner with regards to workforce planning and the development of resource plans.
  • Collaborate with senior managers and managers to ensure robust succession plans are in place for key roles, enhancing the organisations sustainability & resilience.
  • Upskill the business in the wider (Comfortdelgro) talent review process with the aim of establishing a regular cycle, ensuring information is up to date and relevant for the Groups Talent calibration session.

HR Metrics and Insights

  • Draw on patterns and issues that emerge from ER cases to influence decision-making across the business, which will lead to improved people practices.
  • Analyse trends from people metrics to lead and influence decision-making across the business including recruitment, retention and performance areas.
  • To carry out any other duties that may reasonably be required in line with your main duties.


Essential Criteria

  • Proven experience as an HR business partner with thorough knowledge and experience of generalist issues.
  • Knowledge of employment legislation and its application in the workplace, in a commercial manner.
  • Exposure to a wide range of complex employee relations cases including disciplines, grievances, long term sickness, flexible working requirements and bullying and harassment.
  • Experience of policy development and implementation.
  • MCIPD or equivalent
  • Experience of dealing with tribunal claims(desirable).
  • Experience and understanding of TUPE (desirable).
  • Experience of working with Trade Unions (desirable).
  • Experience of working within the transport industry (desirable).


Competencies & Skills


Communication skills - Strong verbal and written communication abilities with the skill to influence and drive change across different levels in the organisation.

Adaptability and resilience – Flexibility to adjust to changing industry demands and resilience in facing industry-specific challenges.

Analytical skills – proficiency in using data and metrics to guide decision-making and improvements.

Organisational skills - Highly organised, motivated and able to manage and own prioritise workload effectively and work to strict deadlines. Stakeholder Management - Must be able to demonstrate credibility to build professional relationships with both employees and managers, and external stakeholders including the Trade Unions.Customer centricity - Exceptional customer service skills with a natural flair of providing support and guidance and going ‘the extra mile’.


Hours of work

38 hours a week (Monday to Friday)