HR Business Partner

TVS Supply Chain Solutions Limited; Minworth; On-site; GBP 55,000 - 75,000; Full time

Job summary

TVS Supply Chain Solutions Limited is seeking an HR Business Partner to provide hands-on HR support across the business area and act as a trusted advisor to managers on people matters. The role covers employee relations, policy implementation, and strategic workforce initiatives, aiming to deliver fair and compliant people practices while driving a proactive HR function.

You will partner with senior leaders on workforce planning, change management, and culture initiatives, using data to inform

Qualifications

• HRBP or HR Generalist experience in a fast-paced evolving business.
• Strong employee relations expertise with a track record of handling complex cases.
• Solid knowledge of UK employment law and TUPE principles.
• Experience coaching managers and influencing at senior levels; stakeholder management.

Responsibilities

• Provide hands-on HR support across the employee lifecycle as a generalist partner.
• Support managers with complex casework, performance, attendance, and ER issues.
• Partner with senior leaders to align people strategies with business goals and drive workforce planning.
• Support change management, restructures, TUPE, and culture initiatives with effective communication.
• Develop and maintain HR data insights and dashboards to inform leadership decisions.

Skills

HR business partner

Employee relations

UK employment law

Stakeholder management

Change management

Coaching / influencing

Strategic thinking

Workload management

Education

CIPD Level 5 or above

Job description

The HR Business Partner (HRBP) provides a combination of hands‑on HR operational support, including employee relations expertise, and strategic business partnering to support leaders and employees across their business area. The role operates primarily as a trusted advisor to managers on all people matters to ensure fair, consistent, and legally compliant employee management, while also contributing to the development of a more strategic, proactive HR function as the business evolves.

• Operational & Generalist HR Support
  • Act as a key HR contact for your business area, providing generalist support across the employee lifecycle.
  • Build strong relationships with business area leaders to understand team structures, challenges, and priorities.
  • Train, coach, support and offer guidance to stakeholders on the application of HR policies and procedures in line with current legislation.
  • Manage HR policies, procedures, and compliance with employment legislation.
  • Work collaboratively with the wider HR team to review, update, and implement HR policies and procedures, ensuring they are practical, compliant, and aligned with business needs.

  Employee Relations

  • Support managers in dealing with complex casework, performance, attendance, and employee relations issues.
  • Coach and build the confidence of managers to manage day‑to‑day people issues more effectively and independently.
  • Identify patterns or recurring issues and work with the HR team to address root causes through training, communication, or policy changes, which will lead to improved people practices.
  • Support investigations and hearings for complex or high‑risk cases, sometimes involving external legal or regulatory input.
  • Develop and maintain good relations with recognised trade unions, where applicable.

  Strategic Partnership

  • Partner with senior leaders to understand business goals and align people strategies accordingly.
  • Challenge and influence decision‑making to ensure alignment with good people practice and company values.
  • Work with leaders to improve team effectiveness and engagement.
  • Deliver key HR initiatives, including workforce planning, restructuring, resourcing, talent management, pay and reward, employee relations, employee engagement, and performance management.
  • Work with business area to provide people data insights.

  Change & Culture

  • Support organisational changes such as restructures, role design, TUPE, driving engagement and communication strategies.
  • Monitor employee engagement through VIBE Survey, identifying themes, and partnering with leaders to improve employee experience.
  • Participate in HR projects that support longer‑term people objectives (e.g. employee engagement, leadership development, talent frameworks).
  • Support the Head of HR in developing and embedding initiatives on culture, leadership capability, and workforce planning.
  • Facilitate workshops, training sessions, and manager development programs.

  People Data & Insights

  • Use HR data and metrics (e.g. turnover, absence, case trends, VIBE survey results, and demographics) to identify patterns and inform decision‑making.
  • Analyse ER and workforce data to highlight underlying issues and recommend targeted interventions.
  • Support the development of dashboards or regular people reports that help leaders understand workforce trends and risks.
  • Use insights from data to shape priorities for leadership development, engagement, and policy improvement.
  • Collaborate with the HR team to improve data quality, reporting accuracy, and accessibility of people analytics.

• CIPD qualification (Level 5 or above) or equivalent experience desirable.
• Proven experience as anHR Business Partner or HR Generalistwithin a fast‑paced, evolving business.
• Strong employee relations expertise with a history of handling complex cases and a solid knowledge of UK employment law
• Demonstrated experience managing TUPE transfers, restructures, or large‑scale organisational change.
• Ability to balancestrategic thinkingwithhands‑on delivery.
• Experience supporting change management and organisational transformation.
• Commercial awareness and ability to link people initiatives to business outcomes.
• Excellent communication, influencing, and stakeholder management skills.
• Ability to influence and persuade at a senior level, including the ability to coach managers to develop people management skills.
• Ability to manage a large and wide‑ranging workload.

Security Clearance Requirement

Candidates must be eligible to undergo Baseline Personnel Security Standard (BPSS) clearance. This process includes verification of identity, right to work in the UK, employment history, and a basic criminal records check for unspent convictions. Please note that candidates must have resided in the UK for 3 years to meet BPSS eligibility requirements.

Attention: If you require any adjustments to allow you take a full and active part in the selection process, please notify us as part of your application.

Please note TVS Supply Chain Solutions is an Equal Opportunities Employer.

TVS have signed the Armed Forces covenant and are a forces friendly employer.