Construction - HR Business Partner

Glanua; England; On-site; GBP 30,000 - 45,000; Full time

Job summary

A leading construction firm in the United Kingdom is seeking a proactive HR support professional to provide hands-on operational assistance across multiple sites. This role focuses on employee relations, wellbeing initiatives, and ensuring smooth HR processes throughout the employee lifecycle. Ideal candidates will hold a CIPD Level 5 qualification and have strong experience in operational HR roles, along with the ability to travel weekly.

Qualifications

• Experience in operational HR or field-based role.
• Flexibility to travel to multiple sites weekly.
• Strong background in employee relations.

Responsibilities

• Lead proactive resolution of employee relations cases.
• Manage end-to-end HR activity across the employee lifecycle.
• Support Talent Acquisition and coordinate onboarding processes.

Skills

Employee relations

Wellbeing initiatives

HR compliance

Manager coaching

Education

CIPD Level 5 (or equivalent)

Job description

Overview

Bishops Stortford, Stortford, United Kingdom

Application Details

In order to work in Ireland a non-EEA National, unless they are exempted, must hold a valid employment permit. Please review the Eligibility and requirements for an employment permit if you are unsure of your eligibility to apply for this vacancy.

Job Description

The Role: To deliver hands-on, operational HR support to employees and managers across our southern region. This is a proactive, field-based role with a strong focus on employee relations, wellbeing, and practical HR solutions that enable day-to-day operational excellence. You will be a visible, trusted partner across multiple sites ensuring timely HR delivery, early issue resolution, and confident guidance on all matters affecting the employee lifecycle.

Main Duties and Responsibilities:

• Employee Relations & Wellbeing: Lead early, proactive resolution of employee relations cases (disciplinaries, grievances, performance, etc.). Coach managers through investigations and hearings with practical, policy-aligned advice. Promote a positive, inclusive workplace culture and support wellbeing initiatives. Monitor trends in absence, turnover, and morale; recommend targeted interventions.
• Operational HR Delivery: Manage end-to-end HR activity across the employee lifecycle, including onboarding, probation, performance, and exits. Use HR systems and data to identify people trends and advise leaders on local issues. Ensure accurate documentation, compliance, and consistent application of HR policies. Deliver HR audits and ensure readiness across all operational sites.
• Mergers, Acquisitions & Integration Support: Provide regional HR support during M&A activity: due diligence, consultation, onboarding, harmonisation, and cultural integration. Act as a point of contact for employees impacted by business change.
• Manager Coaching & Daily HR Partnership: Offer practical, day-to-day support to frontline managers, supervisors, and team leads. Build strong working relationships through regular site visits and accessibility. Act as a sounding board for people challenges and opportunities. Help managers grow confidence and capability in people leadership.
• Recruitment & Onboarding: Support Talent Acquisition by advising on job profiles, interview structure, and fairness in decision-making. Design and oversee structured onboarding and induction processes. Lead and track probation reviews to ensure early feedback, clarity, and intervention if required.
• Performance Enablement: Coordinate performance review processes and communications across the region. Support managers and employees in setting clear expectations and having quality development conversations.

Key Measures of Success: Timely and effective resolution of ER cases; Strong local HR visibility and manager confidence; Reduced absence and attrition rates; Positive employee feedback on HR support; Operational readiness for audits and compliance checks; Successful onboarding and probation outcomes; Smooth HR delivery during M&A and business change activity.

Experience and Qualifications

CIPD Level 5 (or equivalent experience); Level 3 considered with strong ER background. Full UK driving licence and flexibility to travel to multiple sites weekly. Solid experience in an operational HR or field-based role.

• Sector: construction

Career Level

• Not Required