Regional HR Business Partner

Regional Senior Human Resources Business Partner

Location: UK (we have a number of vacancies in the North and South of the UK)

Salary: £55-68,000 + car allowance + great bonus + career opportunities

You will be responsible for delivering a best-practice Operational HR practice across multiple sites within your designated region. Through strong stakeholder engagement, you will partner with regional distribution and production leadership, driving business performance by coaching and developing managers, and ensuring alignment with the wider HR strategy and company goals.

The role is critical in fostering collaboration and partnership with central HR teams, ensuring a unified and cohesive approach to delivering HR services. The role will have full ownership of the employee lifecycle, talent management, and local HR initiatives, while leveraging the expertise of Centres of Excellence (CoE) for recruitment, talent development, and learning & development (L&D).

The role:

1. Deliver a high-quality operational HR service across the region, ensuring alignment with the overall HR strategy and local business needs.
2. Act as a trusted advisor to regional leadership, providing HR expertise and coaching to improve leadership capabilities and team performance.
3. Own the full employee lifecycle within the region, ensuring seamless implementation of HR processes from recruitment to offboarding.
4. Build strong, collaborative relationships with CoE teams, ensuring a "one-team" approach to HR service delivery.
5. Work in partnership with the Talent Acquisition team, maintaining accountability for recruitment outcomes while leveraging CoE support for sourcing and selection strategies.
6. Partner with the Talent Management and L&D teams to design and deliver regional talent initiatives that align with the wider HR strategy and address local needs.
7. Take ownership of the regional talent management strategy, working with central teams to drive engagement, succession planning, and career development.
8. Develop and implement initiatives to identify and nurture high-potential employees, ensuring the region contributes to the organization's talent pipeline.
9. Support managers in building robust development plans for their teams, aligned with business priorities.
10. Collaborate with the L&D team to assess regional training needs and deliver tailored development programs.
11. Partner with regional resources to ensure effective execution of training initiatives, fostering a culture of continuous learning.
12. Act as a compliance champion, ensuring adherence to internal policies, procedures, and external regulations, including EDI (Equality, Diversity, and Inclusion) standards.
13. Coach and influence key stakeholders to maintain accountability for their people management practices, ensuring alignment with company values and the code of conduct.
14. Analyse HR metrics and business trends to identify opportunities for improvement and inform strategic decision-making.
15. Tailor HR interventions to address regional challenges while remaining consistent with the overall HR strategy.
16. Drive the implementation of HR deliverables, including EDI, talent development, and compliance, ensuring alignment with organizational goals and regional needs.
17. Foster a culture of collaboration across regional and central teams, ensuring HR managers are connected, supported, and aligned.
18. Provide expert guidance and oversight on complex employee relations (ER) issues and cases.
19. Support managers and Regional HR Advisors in handling ER cases with professionalism, ensuring a balanced approach to business risks while maintaining legal compliance.
20. Strengthen functional capability by proactively identifying, addressing, and managing potential ER situations before they escalate.
21. Lead, advise, and champion people-focused change initiatives, including restructures, mergers, acquisitions, and TUPE transfers.
22. Provide strategic guidance to regional management, ensuring clear communication and alignment throughout the implementation process.
23. Drive stakeholder engagement to secure buy-in and support for change projects, while conducting post-change reviews to evaluate effectiveness and inform future improvements.

1. Degree educated or equivalent.
2. Professional accreditation (qualified to level 7) with associated operational experience across the full employee lifecycle: ER, Recruitment and development, Engagement.
3. Progressive experience gained within a manufacturing, distribution or industrial environment.
4. Extensive experience in HR leadership roles, preferably in multi-site or regional capacities.
5. Proven track record in talent management, employee engagement, and delivery of HR strategies.
6. Experience in communicating effectively at all levels, including senior management across the business.
7. Experience of working in a regional model; through managing multiple stakeholders across various geographical locations.
8. Strong influencing and decision-making skills, to be exercised throughout all levels of the business, and externally, enabling stakeholders to manage performance and to optimise decision making.
9. A strong focus on compliance, governance and extensive knowledge of HR best practice and employment law.
10. Experience in managing and delivering HR change programmes.
11. Is personally credible – HR professional with leadership behaviours that develop respect and trust in decision making.
12. Strategic thinker with the ability to think beyond the ‘here and now’ and consider the wider implications of decisions to the wider business.
13. Practical experience of providing HR analysis and support to Business Stakeholders, enabling them to manage performance and to optimise decision making.
14. Strong aptitude for interpreting HR data and using this to inform analysis, options and decisions.
15. Experience of mentoring and coaching.
16. Experience and ability to effectively influence and challenge key stakeholders to ensure compliance and consistency.
17. Strong project management skills and deadline focus.
18. Management of change focus including assessing change readiness and appropriate risk mitigation.
19. Working at pace with a high level of attention to detail and accuracy.