HR Business Partner

Radis Community Care; Fazeley; On-site; GBP 40,000 - 60,000; Full time

Job summary

A community service provider in the United Kingdom is looking for an experienced HR Business Partner to shape and implement people strategies that deliver high-quality care. This role involves both strategic HR responsibilities and hands-on operational support in areas like recruitment, employee relations, and workforce improvement. You will collaborate closely with senior management to translate strategic priorities into effective operational plans while maintaining compliance with UK employment law. The ideal candidate will have proven experience in the social care sector and strong stakeholder management skills.

Qualifications

• CIPD Level 5 or equivalent qualification preferred.
• Continuing professional development in employment law, employee relations or people analytics required.

Responsibilities

• Lead HR partnering for allocated services to improve staff experience.
• Support the Director of HR to deliver the HR Strategy.
• Provide employee relations advice and support investigations.
• Develop workforce plans and reduce agency staff dependency.
• Run targeted learning interventions to support training compliance.

Skills

Stakeholder management

Knowledge of UK employment law

Communication skills

IT literacy

Education

CIPD Level 5 or equivalent

Tools

HRIS

Microsoft 365

Job description

An experienced HR Business Partner who will work closely with operational leaders to shape and deliver people strategies that enable safe, compassionate, and high-quality care across Radis Community Care. This role combines strategic HR partnering with hands‑on operational support in recruitment, performance management, employee relations, workforce planning and CQC/CIW-focused workforce improvement. The post reports to the Head of HR and will be a visible, trusted advisor to managers and frontline teams.,

Key Responsibilities

• Lead HR partnering for allocated services, translating Radis' strategic priorities into operational people plans that improve quality, safety and staff experience.
• Support the Director of HR and the Head of HR to deliver the HR Strategy that supports our Strategic priorities.
• Provide pragmatic employee relations advice, supporting investigations, disciplinaries, grievance cases and return-to-work processes in line with policy and employment law.
• Support with developing, monitoring, updating, and advising team members and managers on HR policies and procedures, ensuring they are adhered to and effectively communicated across the organisation.
• Equipping managers with the knowledge, skills, and confidence to manage people issues with confidence and independence.
• Work with managers to develop workforce plans, rota design and temporary staffing strategies to reduce dependency on agency staff and control costs.
• Develop and run targeted learning interventions with L&D to close skills gaps and support mandatory training compliance.
• Analyse people metrics and produce regular management information to identify trends, risks and improvement opportunities for regional area.
• Support change programmes, restructures and TUPE processes, ensuring legal compliance and compassionate transition for staff.
• Foster an inclusive culture and support equality, diversity, safeguarding obligations and our values across the organisation.
• Maintain up-to-date HR documentation, policies and process guides; contribute to continuous improvement of HR systems and digital workflows.
• Supporting and contributing to key HR projects ensuring that they are delivered to the business to time, cost and quality standards, including policy review, system development and business improvement.
• Promoting a positive working environment through great relationship building and engagement in effective management of policy and procedure.
• Collaborating with the wider People Team to ensure delivery of processes and procedures where appropriate.
• Keeping up to date with latest developments in HR industry and employment legislation.

Key Relationships

• Director of HR
• Head of HR (line manager)
• Service Directors and Operational Managers (primary partners)
• Recruitment, L&D, HR Shared Service and Payroll teams (internal collaboration)
• Registered Managers and Clinical Leads (operational delivery)

Person Specification

• CIPD Level 5 or equivalent qualification preferred.
• Evidence of continuing professional development in employment law, employee relations or people analytics.

Experience

• Proven HR Business Partner experience in social care, community care, health or a regulated environment.
• Practical experience managing employee relations cases, investigations and hearings.
• Experience working with CQC or other regulatory frameworks desirable.
• Experience supporting change programmes, restructures or TUPE transfers.

Knowledge and skills

• Strong working knowledge of UK employment law and HR best practice.
• Excellent stakeholder management and influencing skills at operational and senior levels.
• Ability to interpret people data and translate insight into practical actions.
• Skilled communicator with confidence to deliver difficult messages sensitively and constructively.
• Solid organisational skills with the ability to prioritise competing demands in a fast-moving environment.
• Good IT literacy with experience of HRIS, ATS and Microsoft 365 tools.

Personal qualities and behaviours

• Collaborative and approachable; builds credible relationships quickly.
• Pragmatic problem solver who balances care-driven values with commercial sense.
• Resilient and calm under pressure, able to manage emotionally charged situations.
• High integrity and commitment to confidentiality and safeguarding.
• Commitment to equality, diversity and inclusion and a person-centred approach to staff wellbeing.

Terms and benefits

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