Human Resources Business Partner

First Response Group; Leeds; On-site; GBP 40,000 - 55,000; Full time

Job summary

A dynamic organization in the UK is seeking an experienced HR Business Partner to align HR strategies with business goals. The ideal candidate will possess strong communication and problem-solving skills, a bachelor's degree in HR or a related field, and demonstrate successful experience in HR strategic initiatives. This role focuses on employee relations, talent management, and change management, contributing to a vibrant workplace culture.

Qualifications

• 2-3 years of experience in an HR generalist role, preferably in a fast-paced environment.
• Knowledge of employment law and HR best practice.
• Proven track record of implementing HR strategic initiatives.

Responsibilities

• Collaborate with management to translate business objectives into HR strategies.
• Support performance management processes, including goal setting.
• Act as a contact for employee relations issues.

Skills

Communication skills

Problem-solving skills

Interpersonal skills

Analytical skills

Education

Bachelor’s degree in HR or related field

Level 7 CIPD (or working towards)

Job description

First Response Group is not just a workplace. It is a vibrant community where passion fuels our excellence, integrity guides our conduct, empowerment shapes our successes, and a sense of community binds us together. We are pioneers in our field, and we seek to inspire every person to reach their maximum potential.

The HR Business Partner (HRBP) is a strategic role designed to work closely with leadership/management teams and business units to align HR strategies with business goals. The HRBP acts as a trusted advisor, providing guidance on people-related matters, including talent management, organisational development, employee relations, and performance management.

The role requires both strategic thinking and hands-on execution, ensuring HR initiatives drive business outcomes and foster a positive workplace culture.

HR Planning

• Collaborate and support the Group HR Director to understand business objectives and translate them into effective HR strategies and initiatives.
• Partner with management to develop action plans to address talent gaps, retention challenges, and other people-related business needs.

Talent Management and Development

• Support performance management processes, including goal setting, feedback, and development plans.
• Assist with developing talent management programmes.
• Advise on learning and development requirements to ensure that the workforce is equipped with the necessary skills for current and future business needs.

Employee Relations and Engagement

• Act as a point of contact for employee relations issues, providing guidance on conflict resolution, disciplinary actions, and grievances.
• Advise and coach managers on managing employee performance and behaviour.
• Promote employee engagement initiatives, gathering feedback and recommending actions to improve morale and productivity.
• Foster a culture of trust, collaboration, and high performance within teams.

Support in Change Management

• Assist in implementing organisational changes, including restructures, TUPEs, or the introduction of new processes or policies.
• Support managers in communicating and managing change effectively across teams.
• Ensure the successful integration of change strategies into business operations.

Talent Acquisition and Retention

• Work closely with the recruitment team to ensure that talent acquisition strategies align with business needs and priorities.
• Advise on retention strategies and work to reduce turnover by identifying the root cause and developing solutions to improve employee satisfaction and engagement.
• Participate in the recruitment process for mid to senior level roles, ensuring a good fit with the organisation’s culture and values.

EDI

• Support the development and implementation of EDI initiatives.
• Partner with management and leadership to create a diverse, inclusive, and equitable workplace culture.
• Assist with the implementation of data monitoring.

HR Reporting and Analysis

• Provide data and insights on HR metrics, such as turnover rates, absenteeism, and employee engagement, to help inform decision-making.
• Assist with HR audits, employee surveys, and feedback programs to improve HR practices.

Requirements

• Bachelor’s degree (or equivalent) in HR, Business Admin, or a related field.
• 2-3 years of experience in an HR generalist role, preferably in a fast-paced environment.
• Level 7 CIPD (or working towards).
• Knowledge of employment law and HR best practice.
• Proven track record of implementing HR strategic initiatives.
• Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels.
• Strong problem solving, analytical and decision-making abilities.
• Results oriented with a focus on achieving business goals through effective people strategies.
• Strong business acumen and the ability to balance strategic thinking with practical HR solutions.
• Excellent organisational skills and attention to detail.
• Empathetic and approachable with a strong customer service orientation.
• Resilient and capable of managing competing priorities in a fast-paced environment.
• Proactive attitude and a continuous improvement mindset.