HR Business Partner

Morson Group; Scotland; Hybrid; GBP 45,000 - 62,000; Full time

Benefits offered by this job

Hybrid working

Job summary

Morson Group in Scotland is seeking an experienced HR Business Partner for a 3-6 month temporary assignment. You will work closely with senior leaders and operational managers to shape people strategy, drive organisational performance and deliver practical HR solutions.

You will support change initiatives, strengthen management capability and ensure people practices align with business objectives. There is potential for permanency for the right candidate.

Qualifications

• Experience in an HR Business Partner or similar role, preferably in multi-site environments.
• Strong knowledge of employee relations, including complex cases and organisational change.
• Experience contributing to HR policy development and process improvement.
• Commercially aware with ability to align people solutions to business objectives.
• Excellent communication and relationship-building skills to influence stakeholders at all levels.
• Ability to challenge constructively and promote consistent HR practices.
• Proactive, professional and capable of developing others.
• CIPD membership or a relevant professional qualification.

Responsibilities

• Provide strategic HR advice to senior leaders and managers and recommend commercially focused solutions.
• Promote a positive, inclusive environment that supports engagement, wellbeing, fairness and respect.
• Oversee performance management processes and calibration.
• Support succession planning and internal leadership development.
• Advise on employee relations matters including disciplinary, grievances, absence and organisational design.
• Analyse HR metrics to identify trends and provide insights to stakeholders.
• Review engagement feedback and implement improvement plans.
• Develop and apply HR policies, governance and processes.
• Identify workforce issues and implement evidence-based solutions.
• Keep HR processes up-to-date with employment trends and improvements.
• Advise on workforce planning, recruitment, promotions, and wider resourcing strategies.
• Support attraction, retention and early-career development with inclusion in mind.
• Ensure accurate documentation of employee relations cases.

Skills

HR Business Partner experience

Employee relations

HR policy development

Commercial awareness

Stakeholder influence

Constructive challenge

Proactive mindset

CIPD membership or qualification

Education

CIPD membership or equivalent

Job description

An established organisation is seeking an experienced HR Business Partner to join on a temporary basis of 3-6 months.

This role offers the opportunity to work closely with senior leaders and operational managers, helping shape people strategy, improve organisational performance and deliver effective HR solutions. There is possibility of going permanent for the right person.

Working in partnership with business leaders and the wider HR function, you will provide strategic advice and hands‑on support across the full employee lifecycle. You will play an important role in driving organisational change, strengthening management capability and ensuring people practices support business objectives.

Key responsibilities:

• Provide strategic HR advice, challenge existing approaches constructively and recommend practical, commercially focused solutions.

• Promote a positive and inclusive working environment that supports employee engagement, wellbeing, fairness and respect.

• Oversee performance management processes, including objective setting, annual reviews, performance calibration and improvement planning.

• Support succession planning and talent development to strengthen leadership capability and build internal talent pipelines.

• Advise managers on employee relations matters, including disciplinary and grievance procedures, absence management, redundancies and organisational design.

• Analyse workforce data and HR metrics to evaluate people initiatives, identify trends and provide meaningful insights to senior stakeholders.

• Review employee engagement feedback and work with managers to develop and implement improvement plans.

• Support the development, implementation and consistent application of HR policies, procedures and governance arrangements.

• Identify underlying workforce issues and develop evidence-based solutions to improve employee experience and organisational effectiveness.

• Keep HR processes and policies under review, incorporating relevant employment trends and opportunities for continuous improvement.

• Advise on workforce planning, recruitment requirements, promotions, reward and wider resourcing strategies.

• Support attraction, retention, early-career development and the progression of high‑potential employees, with a focus on inclusion and business needs.

• Ensure employee relations cases are accurately documented, with appropriate records of advice, decisions and outcomes.

• Coach and support line managers through complex employee relations matters, encouraging consistent decision‑making and constructive engagement with trade unions and employee representatives where appropriate.

• Work collaboratively with relevant internal teams on serious conduct and behavioural matters.

• Support, coach and develop members of the HR team where required.

About you

You will be an experienced HR professional with broad operational HR knowledge and the ability to balance strategic priorities with practical, day‑to‑day business needs.

You will ideally bring:

• Experience in an HR Business Partner or similar role, preferably within a multi‑site, operational or contracting environment.

• Strong knowledge of employee relations, including the management of complex cases and organisational change.

• Experience contributing to HR policy development, process improvement and people‑related projects.

• A commercially aware approach, with the ability to align people solutions with wider business objectives.

• Excellent communication and relationship‑building skills, with the confidence to influence and advise stakeholders at different levels.

• The ability to challenge constructively, identify opportunities for improvement and promote consistent HR practices.

• A proactive approach, high professional standards and the ability to support the development of others.

• CIPD membership or a relevant professional qualification, alongside a commitment to continued learning and development.

What’s on offer

• Hybrid working