HR Business Partner

Loganair Limited; Glasgow; Híbrido; GBP 42.000 - 64.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Staff Travel Scheme with Loganair and…

HSF Health Plan

Salary Sacrifice car scheme

Mental Health First Aiders

Life Assurance

Contributory pension scheme

Descripción de la vacante

Loganair Limited is seeking an experienced HR Business Partner to join the Glasgow HR team. You will partner with operational leaders to deliver people-first solutions in a fast-paced, unionised environment, balancing operational and commercial priorities with employee experience and development.

Acting as a visible adviser, you will lead organisational design, change initiatives and leadership capability, while championing equality, inclusion and a positive work culture across the business.

Formación

• Demonstrable experience as a HR Business Partner or senior HR professional in a complex, fast-paced organisation.
• Strong relationship-building and stakeholder-management skills.
• Sound knowledge of UK employment law and HR best practice.
• Experience of supporting organisational change and consultation processes.

Responsabilidades

• Partner with senior leaders to translate business plans into people priorities and practical solutions.
• Lead organisational design and change initiatives, including business cases and role structures.
• Coach and develop operational managers to improve people capability and reduce HR dependency.
• Drive leadership capability, employee engagement and a positive employee experience.
• Manage employee relations and union engagement, with clear documentation and processes.
• Plan and challenge recruitment and talent development to meet future workforce needs.

Conocimientos

HR Business Partner

Stakeholder management

UK employment law

Change management

Coaching managers

Descripción del empleo

## Job Details: HR Business PartnerFull details of the job.| | || --- | --- || | || | || --- | --- || | HR Business Partner || | Glasgow || | We are currently recruiting for an HR Business Partner to join our HR team based in Glasgow. This role will be a visible and trusted partner to Loganair’s operational leaders, enabling the business to succeed through its people. The role provides practical, commercially focused and people-centred solutions that build leadership capability, support operational performance and create a positive employee experience. The HR Business Partner is a visible, hands-on and influential role, working closely with leaders and managers across Loganair. Operating in a fast-paced, safety-critical and unionised environment, the role requires a strong understanding of the business and the ability to balance people, operational and commercial priorities. The HR Business Partner will build trusted relationships, provide constructive challenge and turn complex people and operational challenges into practical, workable solutions. The role combines strategic business partnering with operational delivery, supporting organisational change, employee relations, resource planning, leadership capability and employee engagement. A key focus is building manager capability, enabling leaders to take ownership of their people while knowing when HR expertise is required. Success will come from being proactive, approachable and solution-focused, understanding the wider context before advising, and using professional judgement, data and insight to help leaders make effective and fair people decisions. || | Strategic Business Partnering • Build trusted and credible relationships with senior leaders and managers to develop a strong understanding of operational objectives, pressures, risks and resource requirements. • Translate business plans into practical people priorities and solutions, providing clear options, while balancing immediate operational needs with longer-term people, culture and organisational objectives. • Work closely with the wider HR team to ensure a consistent, joined-up and responsive HR service across Loganair. Organisational Design and Change • Partner with senior leaders on organisational design and network change, ensuring the people, operational, commercial and legal requirements are fully considered. • Lead the people aspects of organisational change, including business cases, role structures, selection processes, consultation plans and implementation, ensuring change is communicated clearly, sensitively and effectively. • Manage and support meaningful individual and collective consultation, ensuring processes are well planned and documented, with lessons captured to continuously improve future change programmes. Leadership and Management Capability • Coach operational leaders and managers to manage people confidently, consistently and independently, applying sound judgement and leading with fairness and empathy. • Build management capability through practical advice, toolkits, workshops, briefings and case-based learning, contributing to the development and delivery of a Loganair Leadership and Management Academy. • Drive greater management ownership and accountability, demonstrated through improved decision-making, increased confidence and reduced dependency on HR for routine people matters. Culture and Employee experience • Act as a visible custodian of Loganair’s culture and values, encouraging employees to role-model respectful, inclusive and accountable behaviours and constructively challenge behaviours that undermine trust. • Champion a positive and consistent employee experience, supporting communication, engagement, wellbeing and belonging while identifying and addressing barriers within policies, processes and management practices. • Embed equality, diversity and inclusion into everyday decision-making and organisational change, recognising and sharing positive examples of leadership and people management across the operation. Trade Union and Employee Engagement • Build and maintain open, constructive and professional relationships with recognised trade unions and employee representatives, based on trust, consistency and transparency. • Partner with senior leaders to ensure they understand and fulfil their responsibilities under collective agreements and consultation arrangements, providing clear, balanced and objective advice. • Identify emerging employee and industrial relations risks and support early intervention, ensuring consultation, briefing materials, correspondence and meeting records are clear, accurate and appropriately documented. Resource and Talent Planning • Partner with operational leaders to understand current and future workforce requirements, critical skills and resource risks, ensuring people plans support network and operational priorities. • Constructively challenge recruitment requirements and support initiatives that improve career development and internal progression, including role redesign, recruitment, development, succession and redeployment. • Support effective recruitment and selection for key operational and leadership roles, working with managers to strengthen candidate experience, onboarding, early retention and succession planning. || | Essential • Demonstrable experience of operating as an HR Business Partner or senior HR professional within a complex and fast-paced organisation. • Strong relationship-building, influencing and stakeholder-management skills. • Experience of supporting organisational change, restructuring or consultation processes within a unionised environment. • Sound and current knowledge of UK employment law, ACAS guidance and HR best practice, including practical experience of managing complex employee relations cases. • Experience of coaching and influencing managers at different organisational levels. • Ability to assess complex situations, identify the key issues and provide practical recommendations. • Strong written communication skills, including the ability to produce accurate and professional letters, reports, briefings and meeting documentation. • Confidence working with people data and translating information into meaningful business insight. • Ability to manage competing priorities and remain effective during periods of operational pressure or significant change. • High levels of personal integrity, discretion and professional judgement. || | This role requires demonstration of company values and behaviours at all times, encouraging others to do so, and so makes a productive contribution to the positive business culture. || | Desirable • Experience within aviation, transport, logistics or another safety-critical and highly regulated environment. || | Permanent || | Full Time || | 35 || | || | • Staff Travel Scheme with Loganair and many other airlines worldwide • HSF Health Plan • Salary Sacrifice car scheme • Access to Mental Health First Aiders • Life Assurance • Contributory pension scheme – Up to 6% Company contribute • Annual Leave Purchase Scheme || | 20 Nov 2026 |