HR Business Partner (FTC)

Selwood Limited; Chandler's Ford; On-site; GBP 65,000 - 90,000; Full time

Benefits offered by this job

Competitive salary

Company car, or car allowance

Pension scheme

25 days holiday + Bank Holidays

Hybrid working pattern

Job summary

Selwood Limited in the UK is recruiting an HR Business Partner for a 9-month fixed-term contract. The role is a strategic partner to senior leaders, covering sites across the UK with national travel, blending operational HR with strategic people initiatives.

You will drive talent management, workforce planning, engagement and performance management, partnering with CoEs, HRIS and Shared Services to deliver data-driven HR services and improve employee experience.

Qualifications

• Partner with senior leaders to understand business priorities and develop people strategies.
• Align HR initiatives with business objectives, ensuring workforce planning supports long-term growth.
• Work with HRIS to leverage data-driven insights that inform HR decision-making.
• Act as a champion for HR best practices and continuous improvement within the business, ensuring HR is seen as a proactive and value-adding function.
• Support talent acquisition efforts in collaboration with CoEs to attract and retain top talent, ensuring hiring practices align with business needs.
• Implement performance management frameworks, coaching managers on feedback, goal setting, and development planning.
• Support succession planning discussions and career development initiatives to ensure workforce readiness and leadership pipeline sustainability.
• Provide guidance on organisational design and job role development to enhance productivity and efficiency.
• Drive initiatives to enhance employee engagement, workplace culture, and retention through data-led approaches.
• Support leaders in managing change effectively, including organisational restructuring, mergers, or process transformations, ensuring smooth transitions and employee buy-in.
• Act as a key stakeholder in internal communication strategies, ensuring employees are well-informed and aligned with business goals.
• Work closely with leadership to build a positive work environment where employees feel valued and supported.
• Ensure HR policies and practices comply with employment law, industry standards, and best practices.
• Work closely with Shared Services to streamline HR processes and free up time for strategic initiatives, ensuring operational efficiency.
• Provide expert advice and manage complex employee relations cases, ensuring a fair, transparent, and consistent approach to issue resolution.
• Monitor HR compliance risks and proactively address potential challenges before they escalation.
• Promote continuous professional development within the HR team and leadership, identifying key areas for growth and implementing tailored learning solutions.
• Identify key skills needed in a growing organisation and implement upskilling strategies to future-proof workforce capabilities.
• Encourage knowledge sharing among HRBPs to enhance consistency in HR approaches and drive best practices across the business.
• Support leaders in developing their people management skills, fostering a coaching culture that empowers employees and enhances organisational capability.
• Use workforce data and HR analytics to track trends, identify potential risks, and proactively address recurring issues through targeted initiatives.
• Develop and deliver regular reports on HR metrics, such as employee turnover, engagement levels, and performance trends, to inform leadership decision-making.
• Ensure HR initiatives are data-driven and aligned with business objectives, measuring their impact and continuously refining strategies based on insights.
• CIPD Level 5 or above preferred, or equivalent relevant experience.
• Further HR or business-related qualifications desirable.
• Proven experience as an HR Business Partner or in a similar HR role within a fast-paced, dynamic environment.
• Strong track record of working closely with leadership teams to drive HR strategies and influence decision-making.
• Experience in change management, workforce planning, and employee relations, with a proven ability to navigate complex HR challenges.
• Demonstrated experience in leveraging HR data and analytics to drive business outcomes.
• Excellent relationship-building and stakeholder management skills, with the ability to influence at all levels.
• Strong analytical skills, with the ability to translate HR data into meaningful insights and actionable strategies.
• Problem-solving and decision-making capabilities, with a proactive and solutions-focused approach.
• High levels of emotional intelligence and adaptability, ensuring effective communication and leadership support.
• Proficiency in HR technology, systems, and reporting tools.

Responsibilities

• Partner with senior leaders to translate business priorities into people strategies.
• Drive workforce planning and succession planning initiatives.
• Deliver data-driven HR services through HRIS and CoEs.
• Coach managers on performance, feedback and development planning.
• Support change management and organisational restructuring.
• Ensure HR compliance with employment law and standards.
• Collaborate with Shared Services to improve HR processes.
• Provide expert advice on employee relations cases.
• Develop leadership capability and coaching culture.
• Monitor HR metrics and present insights to leadership.

Skills

Stakeholder management

Data analytics

HRIS

Performance management

Talent acquisition

Change management

Organisational design

Employee engagement

Education

CIPD Level 5+

HR qualifications

Job description

For the right candidate, the role can be based at Liverpool, Middlesbrough, or Hixon

Our Business

Workdry International is the holding company for two of the UK’s leading providers of water pumps and industrial wastewater treatment products and services. The UK Group operates two complementary trading businesses - Selwood Ltd and Siltbuster Ltd.

With a pedigree spanning seven decades, Selwood is an innovative business with a cutting-edge approach to customer service, product development, manufacture and quality. We are world leaders in pump manufacturing and the leading pump rental solutions company in the UK.

Siltbuster’s goal is to keep our water clean and natural, the business has over twenty years expertise in treating contaminated waters across a wide range of sectors.

The Group has grown enormously over the last few years and we ensure our staff have the right skills, knowledge & experience to deliver to our customers, as well as creating career paths to help develop, retain and motivate our people.

About The Role

We are currently recruiting an HRBP for a 9 month period on a fixed term contract. In this role our Business Partner (HRBP) is a strategic advisor which involves national travel to cover all our sites across the UK. in this role you will be partnering with senior leaders, driving people strategies that align with business objectives. The role blends operational HR expertise with strategic thinking, ensuring talent management, performance, employee engagement, and workforce planning initiatives support both immediate and long-term goals. By collaborating with Centres of Excellence (CoEs), Shared Services, and HRIS, the HRBP delivers an effective, data-driven HR service that enhances organisational success and employee experience.

HR Strategy & Business Alignment

Talent & Performance Management

Employee Engagement & Change Management

HR Operations & Compliance

Upskilling & Capability Building

HR Data & Insights

QUALIFICATIONS & EXPERIENCE:

Partner with senior leaders to understand business priorities and develop people strategies that drive organisational success.

Align HR initiatives with business objectives, ensuring workforce planning supports long-term growth and business continuity.

Work with HRIS to leverage data-driven insights that inform HR decision-making and highlight areas of focus.

Act as a champion for HR best practices and continuous improvement within the business, ensuring HR is seen as a proactive and value-adding function.

Support talent acquisition efforts in collaboration with CoEs to attract and retain top talent, ensuring hiring practices align with business needs.

Implement performance management frameworks, coaching managers on feedback, goal setting, and development planning.

Support succession planning discussions and career development initiatives to ensure workforce readiness and leadership pipeline sustainability.

Provide guidance on organisational design and job role development to enhance productivity and efficiency.

Drive initiatives to enhance employee engagement, workplace culture, and retention through data-led approaches.

Support leaders in managing change effectively, including organisational restructuring, mergers, or process transformations, ensuring smooth transitions and employee buy-in.

Act as a key stakeholder in internal communication strategies, ensuring employees are well-informed and aligned with business goals.

Work closely with leadership to build a positive work environment where employees feel valued and supported.

Ensure HR policies and practices comply with employment law, industry standards, and best practices.

Work closely with Shared Services to streamline HR processes and free up time for strategic initiatives, ensuring operational efficiency.

Provide expert advice and manage complex employee relations cases, ensuring a fair, transparent, and consistent approach to issue resolution.

Monitor HR compliance risks and proactively address potential challenges before they escalation.

Promote continuous professional development within the HR team and leadership, identifying key areas for growth and implementing tailored learning solutions.

Identify key skills needed in a growing organisation and implement upskilling strategies to future-proof workforce capabilities.

Encourage knowledge sharing among HRBPs to enhance consistency in HR approaches and drive best practices across the business.

Support leaders in developing their people management skills, fostering a coaching culture that empowers employees and enhances organisational capability.

Use workforce data and HR analytics to track trends, identify potential risks, and proactively address recurring issues through targeted initiatives.

Develop and deliver regular reports on HR metrics, such as employee turnover, engagement levels, and performance trends, to inform leadership decision-making.

Ensure HR initiatives are data-driven and aligned with business objectives, measuring their impact and continuously refining strategies based on insights.

CIPD Level 5 or above preferred, or equivalent relevant experience.

Further HR or business-related qualifications desirable.

Proven experience as an HR Business Partner or in a similar HR role within a fast-paced, dynamic environment.

Strong track record of working closely with leadership teams to drive HR strategies and influence decision-making.

Experience in change management, workforce planning, and employee relations, with a proven ability to navigate complex HR challenges.

Demonstrated experience in leveraging HR data and analytics to drive business outcomes.

Excellent relationship-building and stakeholder management skills, with the ability to influence at all levels.

Strong analytical skills, with the ability to translate HR data into meaningful insights and actionable strategies.

Problem-solving and decision-making capabilities, with a proactive and solutions-focused approach.

High levels of emotional intelligence and adaptability, ensuring effective communication and leadership support.

Proficiency in HR technology, systems, and reporting tools.

What we can offer you

We understand balancing work and life commitments isn’t always easy, that’s why we’ve designed our benefits package to support you in all areas of life.

• Competitive salary
• Company car, or car allowance
• Eligible for company bonus scheme (annual and quarterly payments)
• Medicash Scheme – medical expenses scheme (access to 24hour online GP services, discounted gym memberships)
• Pension scheme with contribution based on total earnings not just salary
• 25 days holiday + 8 Bank Holidays
• Increasing annual leave entitlement with long service
• 3x your annual salary life insurance (DIS)
• Support for development and training
• Employee assistance programme (EAP) & access to Mental Health first aiders
• Employee discount scheme (discounts/vouchers for supermarkets, high street shops, holidays and more)
• Employee referral scheme
• Hybrid working (i.e., working from home and in the office) pattern