Senior Human Resources Business Partner

JR United Kingdom; West Midlands Combined Authority; Hybrid; GBP 50,000 - 70,000

Job description

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Senior Human Resources Business Partner, West Midlands

Client:

HPRtalent

Location:

South Midlands (Hybrid 2-3 days a week in the office)

Job Category:

Other

EU work permit required:

Yes

Job Views:

1

Posted:

30.03.2025

Expiry Date:

14.05.2025

Job Description:

Senior Human Resources Business Partner - corporate functions

Salary: £50-70,000 + car allowance + benefits

Contract: Initial 12 month contract

You will be responsible for delivering a best-practice HR programme across multiple functional areas including Finance, IT, Sales, Marketing, Customer Service, Legal, H&S, strategy & Procurement. Through strong stakeholder engagement, you will partner with functional leadership, driving business performance by coaching and developing managers, and ensuring alignment with the wider HR strategy and company goals. You will be responsible for department restructures and OD work attached to this.

The role is critical in fostering collaboration and partnership with broader HR teams, ensuring a unified and cohesive approach to delivering HR services. The role will have 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 HR service across Head Office, ensuring alignment with the overall HR strategy and 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 collaborative 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 they contribute to the organisation'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 training needs and deliver tailored development programs.
11. Partner L&D 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. Provide expert guidance and oversight on complex employee relations (ER) issues and cases.
18. Support managers and HR Advisors in handling ER cases with professionalism, ensuring a balanced approach to business risks while maintaining legal compliance.
19. Strengthen functional capability by proactively identifying, addressing, and managing potential ER situations before they escalate.

The people:

1. Degree educated or equivalent.
2. Professional accreditation (qualified to level 7 or working towards) with associated operational experience across the full employee lifecycle: ER, Recruitment and development, Engagement.
3. Progressive HR experience gained within head office functions.
4. Extensive experience in complex HR roles.
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. 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.
8. A strong focus on compliance, governance and extensive knowledge of HR best practice and employment law.
9. Experience in managing and delivering HR change programmes.
10. Is personally credible - HR professional with leadership behaviours that develop respect and trust in decision making.
11. Strategic thinker with the ability to think beyond the 'here and now’ and consider the wider implications of decisions to the wider business.
12. Practical experience of providing HR analysis and support to Business Stakeholders, enabling them to manage performance and to optimise decision making.
13. Strong aptitude for interpreting HR data and using this to inform analysis, options and decisions.
14. Experience of mentoring and coaching.
15. Experience and ability to effectively influence and challenge key stakeholder to ensure compliance and consistency.
16. Strong project management skills and deadline focus.
17. Management of change focus including assessing change readiness and appropriate risk mitigation.
18. Working at pace with a high level of attention to detail and accuracy.