HR Business Partner

Morson Edge; Lancashire; On-site; GBP 60,000 - 85,000; Full time

Job summary

Morson Edge is seeking an experienced HR Business Partner to provide hands‑on operational HR support and strategic partnering across designated business areas. You will advise managers on employment legislation, lead complex employee relations cases, and collaborate with leaders to deliver workforce plans, change programs and people development.

This role requires strong stakeholder management, UK HR knowledge, and the ability to balance strategic priorities with hands‑on delivery across

Qualifications

• CIPD Level 5 qualification or above, or equivalent experience.
• Proven experience as an HR Business Partner or HR Generalist.
• Experience supporting operational/frontline workforces, ideally in manufacturing/logistics/distribution/retail.
• Strong employee relations experience, including managing complex and sensitive cases.
• Good knowledge of UK employment legislation and HR best practice.
• Proven ability to advise, coach and influence managers at all levels.
• Experience partnering with senior stakeholders to deliver commercially focused people solutions.
• Experience supporting organisational change and workforce planning.
• TUPE and collective consultation experience desirable.
• Ability to analyse HR data and use insights to inform decisions.

Responsibilities

• Provide generalist HR support and advice across the employee lifecycle.
• Build effective relationships with managers and senior leaders to understand business needs and workforce priorities.
• Advise and coach managers on HR policies, employment legislation and people management matters.
• Manage complex employee relations cases, including disciplinary, grievance, performance, absence and capability issues.
• Lead investigations, formal hearings and sensitive employee relations processes.
• Develop managers' confidence and capability in managing people issues independently.
• Ensure consistent application of HR policies, procedures and employment legislation.
• Work with the wider HR team to review and improve policies, processes and practices.
• Identify workforce trends and employee relations issues, recommending appropriate actions and improvements.
• Maintain effective relationships with trade unions and employee representatives, where applicable.
• Partner with senior leaders to deliver people plans aligned with business objectives.
• Support workforce planning, organisational design, restructuring, recruitment, talent management, reward and employee engagement.
• Support organisational change, including TUPE transfers, restructures and consultation processes.
• Lead and support initiatives relating to organisational culture, leadership development and employee engagement.
• Deliver management training and development to strengthen people management capability.
• Analyse HR data and workforce metrics to identify trends, risks and opportunities.
• Provide workforce insights and recommendations to support business decisions.
• Contribute to wider HR projects and continuous improvement initiatives.

Skills

CIPD Level 5 or above

HRBP experience

Employment law knowledge

Stakeholder management

Employee relations

Data analysis

HR generalist

TUPE experience

Education

CIPD Level 5 or above (desirable)

Job description

The HR Business Partner will provide hands‑on operational HR support and strategic business partnering to leaders and employees across their designated business area. Acting as a trusted advisor to managers, the role will provide expert guidance on employee relations and all aspects of people management, ensuring consistent, fair and legally compliant practices.

Working within a fast‑paced, multi‑site operational environment, the HRBP will balance day‑to‑day HR delivery with a proactive approach to developing people strategies, improving management capability and supporting organisational effectiveness and business performance.

Key Responsibilities

• Provide generalist HR support and advice across the employee lifecycle.
• Build effective relationships with managers and senior leaders to understand business needs and workforce priorities.
• Advise and coach managers on HR policies, employment legislation and people management matters.
• Manage complex employee relations cases, including disciplinary, grievance, performance, absence and capability issues.
• Lead investigations, formal hearings and sensitive employee relations processes.
• Develop managers' confidence and capability in managing people issues independently.
• Ensure consistent application of HR policies, procedures and employment legislation.
• Work with the wider HR team to review and improve policies, processes and practices.
• Identify workforce trends and employee relations issues, recommending appropriate actions and improvements.
• Maintain effective relationships with trade unions and employee representatives, where applicable.
• Partner with senior leaders to deliver people plans aligned with business objectives.
• Support workforce planning, organisational design, restructuring, recruitment, talent management, reward and employee engagement.
• Support organisational change, including TUPE transfers, restructures and consultation processes.
• Lead and support initiatives relating to organisational culture, leadership development and employee engagement.
• Deliver management training and development to strengthen people management capability.
• Analyse HR data and workforce metrics to identify trends, risks and opportunities.
• Provide workforce insights and recommendations to support business decisions.
• Contribute to wider HR projects and continuous improvement initiatives.

Person Specification

• CIPD Level 5 qualification or above, or equivalent experience (desirable).
• Proven experience as an HR Business Partner or experienced HR Generalist.
• Experience supporting operational or frontline workforces, ideally within manufacturing, logistics, distribution, retail or similar sectors.
• Strong employee relations experience, including managing complex and sensitive cases independently.
• Good knowledge of UK employment legislation and HR best practice.
• Proven ability to advise, coach and influence managers at all levels.
• Experience partnering with senior stakeholders to deliver commercially focused people solutions.
• Experience supporting organisational change, restructuring and workforce planning.
• TUPE experience (desirable).
• Trade union and collective consultation experience (desirable).
• Ability to analyse HR data and use insights to inform decisions.
• Strong commercial awareness and understanding of operational business needs.
• Excellent communication, influencing and stakeholder management skills.
• Strong coaching and relationship‑building abilities.
• Ability to balance strategic priorities with hands‑on HR delivery.
• Proactive, pragmatic and solutions‑focused approach.
• Strong organisational skills and ability to manage competing priorities.
• High levels of professionalism, integrity and confidentiality.

• Flexibility to travel regularly to other operational locations.