HR Business Partner

Teleperformance Ltd; England; Hybrid; GBP 60,000 - 80,000; Full time

Job summary

A leading global services company is looking for an HR Business Partner to provide comprehensive HR support and expertise. The role requires managing employee relations, collaborating with stakeholders, and developing strategic HR plans. Ideal candidates will have a CIPD qualification and significant experience in HR business partnering, focusing on enhancing the workplace environment while meeting business needs.

Qualifications

• Minimum of 3 years experience in HR business partnering.
• Strong understanding of employment legislation and best practices.
• Excellent communication and interpersonal skills.

Responsibilities

• Support the local site/business area in HR activities.
• Monitor people data and reporting information.
• Develop strategic HR business plans.

Skills

Employee relations management

HR practice expertise

Stakeholder collaboration

Data analysis

Coaching

Education

CIPD qualification

Job description

Job Title

HR Business Partner

Department

Human Resources

Salary

£32K

Travel

Required: Yes, if cluster-based

Required Work Hours

37.5 hours per week

Reports to

Head of HR Business Partnering

Location

Hybrid (min 2 days on site per week if within reasonable travelling distance of TP site). Will consider WAH if candidate not within reasonable travel to TP site.

Contract Type

Temporary

Job Summary / Overview

The HR Business Partner is responsible for providing best‑in‑class expertise and advice for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. The role focuses on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, adept at balancing the needs and wellbeing of employees with the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations and are a face of calm and professionalism in an ever‑changing environment. The HR Business Partner is adaptable and flexible, able to keep up with the fast‑paced contact centre environment, multi‑task and prioritise as needed. The role takes on a comprehensive business‑partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is critical for the HR Business Partner to gain a full understanding of local and wider business needs and to translate this into effective HR practice.

Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document)

• Responsible for all day‑to‑day HR activities required to support the local site/business area.
• Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies.
• Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported.
• Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improving KPI performance across the range of key people measures.
• Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including grievance, disciplinary, absence management, performance management and employee wellbeing and support.
• Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches.
• Proactively coaches and guides line managers to help them support their teams and deliver high performance, while mitigating potential risks to the employee or business.
• Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin.
• Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities.
• Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service.
• Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks.
• Continually identifies new opportunities to add value to local and wider business area.
• Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR‑related performance to manager and relevant stakeholders.
• Supports the HR function as a whole in shaping the People Strategy and delivering its objectives.
• Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area.
• Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas.
• Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed.
• Contributes to the development of HR policies, and ensures local management teams are fully educated in them.