Hr Business Partner

Anderson Knight; Inverness; Hybrid; GBP 40,000 - 60,000; Part time

Job summary

A recruitment agency is seeking a forward-thinking HR Business Partner to support its client in Inverness and Orkney. This part-time role involves acting as a trusted advisor to senior leaders, driving people initiatives aligned with organizational growth. Key responsibilities include shaping employee experience, promoting change, and supporting talent acquisition. The ideal candidate should have significant HR experience, strong leadership skills, and a modern approach to HR practices. A flexible hybrid working pattern is available.

Qualifications

• Professional qualification in HR or significant equivalent experience.
• Strong capability in strategic people planning and organisational development.
• Experience in leading a team and supporting change initiatives.

Responsibilities

• Contribute to strategic planning and deliver people plans.
• Champion change initiatives to drive value.
• Lead employee experience and engagement activities.
• Support inclusive talent acquisition approaches.
• Coach and empower managers for leadership development.

Skills

Strategic people planning

Organisational development

Team leadership

Coaching

Data analysis

Communication skills

Presentation skills

Marketing skills

Agile approach

Education

Relevant professional qualification

Job description

Anderson Knight Recruitment is proud to be supporting our client in the appointment of a forward‑thinking HR Business Partner. This is an exciting opportunity for a progressive and people‑focused professional to shape the people agenda within a values‑led organisation.

This posiotion will support Inverness and Orkney, therefore it is important that the successful canddiate lives within reasonable commuting distance to these locations. The role is flexible around hybrid working, this is a part time position - working pattern to be agreed.

About the Role

As HR Business Partner, you will act as a trusted advisor to senior leaders, driving people initiatives that support organisational growth and agility. You will contribute directly to strategic planning, ensuring people strategies are fully aligned with business objectives. With a non‑bureaucratic and modern HR outlook, you will help shape a culture of trust, engagement, and continuous improvement.

You will lead on employee experience, engagement, organisational design, talent acquisition, and leadership capability—supported by insight and evidence to inform decision‑making. A key part of the role is supporting managers through coaching, promoting courageous and people‑centred decisions, and fostering a culture where open communication and respectful relationships thrive.

Key Responsibilities

• Contribute to strategic and business planning, shaping and delivering annual people plans.
• Champion change initiatives and challenge the status quo to drive long‑term value.
• Lead employee experience and engagement activities informed by feedback, data, and organisational values.
• Evolve and promote the organisation's employer value proposition across recruitment and external channels.
• Support inclusive and creative talent acquisition approaches, strengthening pipelines and partnerships.
• Work with leaders on organisational design to enhance agility without reliance on formal restructures.
• Use data, insights, surveys, and feedback to identify trends and influence priorities.
• Promote fair, human‑centred employee relations, resolving issues early and informally where possible.
• Coach and empower managers to enhance leadership capability and team performance.
• Drive talent and development initiatives in partnership with the Learning & Development function.
• Ensure reward and recognition practices are transparent, equitable, and aligned with culture.
• Simplify and improve HR processes to support an agile, people‑focused operating model.

Skills & Experience

• Relevant professional qualification or significant equivalent experience.
• Strong capability in strategic people planning, organisational development, and engagement.
• Experience leading a small team and supporting organisational change.
• Skilled coach with the ability to challenge, influence, and support leaders.
• Up-to-date knowledge of HR trends and employment legislation.
• Proficient in using data and critical thinking to guide decisions.
• Ability to build strong, collaborative relationships across the organisation.
• Strong communication, marketing, and presentation skills.
• Agile, solutions‑focused, and committed to continuous improvement