HR Business Partner

Role Purpose To deliver a proactive, professional, and comprehensive generalist HR service that supports the organisation’s goals and people strategy. This role builds strong relationships across the business, applying expert knowledge and creative problem-solving to ensure our people are engaged, supported, and set up for success.

Key Responsibilities HR Operations & Administration

• Maintain accurate and up-to-date employee data within Cezanne, ensuring managers and employees use the system effectively.
• Prepare and update employment contracts, ensuring all documentation reflects current terms and changes.
• Provide regular HR reports and metrics to support business decisions.

Recruitment & Selection

• Partner with hiring managers to review role requirements and team impact before initiating the approval process.
• Collaborate closely with the In-House Recruiter throughout the hiring lifecycle for assigned business areas.
• Train and guide hiring managers on recruitment best practice and legal compliance to ensure a consistent and high-quality candidate experience.

Onboarding

• Prepare and issue offer letters and contracts for new hires.
• Oversee onboarding activities through Cezanne, ensuring smooth induction processes and strong collaboration with managers.
• Support both managers and new starters during the probation period with regular check-ins and feedback.

Employee Wellbeing & Absence Management

• Contribute to the ongoing development of wellbeing initiatives, including mental health and other employee support programmes.
• Equip and support managers to effectively handle wellbeing and absence-related matters.
• Monitor absence trends across allocated business areas, advising on and managing any related capability issues.

Performance Management

• Coach and advise managers on effective performance management, including feedback, PDRs, and performance improvement plans.
• Ensure consistency and fairness in the application of performance policies and processes.

Employee Relations

• Support or lead employee relations cases such as disciplinary, grievance, and redundancy processes, ensuring fairness, compassion, and compliance.
• Partner with managers to implement organisational changes in a constructive and people-centred manner.

Learning, Development & Talent Management

• Coordinate performance and development reviews, helping teams identify learning opportunities and track progress.
• Support managers in identifying training needs, managing budgets, and facilitating access to development resources.
• Assist in succession planning and talent development initiatives across the business.