HR Business Partner

HR Business Partner, Up to £65,000 + £6000 Car Allowance = £71,000 + Bonus + Strong Benefits, Fantastic FMCG Company, Stockport Area.

HR Business Partner Overview:

Reporting into the Head of HR, the HR Business Partner will provide HR leadership and business partnering support at the site by working closely with the site leadership and management teams, as well as the various teams within the wider UK & Ireland HR function to ensure all HR activity is adding value in line with the site plans and strategies, and is aligned to wider HR priorities for the region.

HR Business Partner Duties:

1. Play a central role as part of the Site Leadership Team, developing strong, credible relationships with the team, and being instrumental in setting site direction and strategy, and leading on the creation of people strategy.
2. Own the HR agenda for site/functions in line with agreed functional agendas covering performance management, talent development, engagement, reward and industrial relations.
3. Work in partnership with senior leaders and senior managers on establishing and implementing solutions that support the ongoing development of leadership capability. Provide coaching support to the wider management team on people related matters.
4. Work with leadership teams to identify key areas impacting upon business performance such as functional capability or engagement levels. Accountable for the measurement and evaluation of issues and work in partnership with sites/functions to build action plans to improve performance.
5. Own and lead the creation of site people plans that are fully aligned to site strategic priorities and wider HR priorities, ensuring full integration of the HR agenda for the site, including engagement and site driven L&D priorities.
6. Build strong relationships with site trade union teams that foster positive employee relations across the site. Partner with the General Manager on ongoing engagement with the site trade unions, including pay negotiations and other matters requiring consultation on change. Lead the site relationship with Regional Trade Union Officials and National Officers.
7. Lead resolution of complex collective grievances and disputes, in partnership with site senior management. Partner with Senior Exec members to lead resolution of complex collective grievances and disputes at other locations as required (ie where appealed).
8. Maintain close links with other HR Business Partners across the UK to ensure consistency of HR practices and the management of any read across and wider implications of local site wide initiatives or decisions.
9. Partner with the Site Lead on creation of future facing site change plans including organisation design, with responsibility for leading people workstreams, including creation of proposals and colleague impacts as well as partnering on organisational design.
10. Developing Site driven CSR agenda, accountable for creation, maintaining and delivery of this agenda, and execution of central CSR agenda.
11. Developing site driven Inclusion & Diversity and Employee Value Proposition plans, and execution of central IDE/EVP agenda.
12. Developing and maintaining a clear understanding of the L&D offering within the site and optimise opportunities to ensure these are accessible to targeted groups/individuals in order to develop colleague, management and leadership capability levels.
13. Work with relevant leadership team members and recruitment teams to oversee recruitment and resourcing decisions and activity at the site. Directly partner on all senior recruitment needs at site.
14. Management and leadership of a small team of HR professionals providing coaching, performance management and development opportunities to support team member growth.

Ideal Background:

1. Strong communication skills with the ability to engage, influence and motivate a wide range of stakeholders at a senior level plus trade union representatives and officials at various levels.
2. Previous experience of working in a fast moving HR environment with strong and associated understanding of interconnections / drivers of Employee Engagement / Employee Life Cycle.
3. Previous experience of leading complex re-organisations with senior stakeholders.
4. Previous experience in leading the development of medium to long term people plans linked to strategy and site priorities, in conjunction with senior stakeholders.
5. A track record in leading people / organisational change from development to implementation.
6. Experience of having developed people plans linked to strategy in collaboration with senior management.
7. Experience of identifying and implementing improvements / solutions to people practices at a site level.
8. A background of having experience of key employee relations matters, D&G, Absence Management, complex disputes etc.
9. A background in working as an HR Business Partner within a manufacturing, engineering environment would be a strong advantage to the position.
10. Experience of working in a unionised environment would be a strong advantage to the position.