Senior HR Business Partner

Cammach are currently recruiting for a Senior HR Business Partner on behalf of our client. The role is based in Barrow and is offered on a two-year contract, with a hybrid working arrangement.

ROLE

• Works with peers and stakeholders to build organisation and people capability and shape and implement effective and consistent strategies and activities within the organisation.
• Works closely with and provides coaching to managers to build their people capability, plan and manage talent and develop approaches that achieve shared organisational objectives.
• Acts as a point of people expertise for the organisation.
• Manages projects or works as part of a project team, implementing broader people initiatives across the organisation or within specific business areas.

RESPONSIBILITIES

• Develops and maintains good relationships – regularly meets and consults with managers to discuss people challenges, provides HR expertise, advice, coaching and support, as required.
• Provide strategic and expert HR advice to business leadership, challenging and questioning as appropriate, acting as employee advocate when required, to get to the root of people and business issues. 
• Coaches and provides feedback to help improve business efficiency.
• Use leadership and influencing skills to overcome and manage workplace challenges and ingrained practices.
• Drive a high performing culture by identifying and addressing performance differentiation. This includes supporting the business to drive the performance management cycle, facilitating performance calibration, and proactively addressing underperformance throughout the year by providing day-to-day performance management guidance and support to managers.
• Strengthen the organisation by coaching leaders to further develop their leadership capability.
• Support the organisation with employee relations activities ensuring all actions taken are within policy, best practice and legal guidelines. Ensuring decisions made support the Values, culture and strategic priorities of the business.  Conducts effective, thorough and objective investigations.  Supports managers to resolve complex employee relations issues.
• Takes on project roles as part of the development or delivery of broader organisational and HR initiatives and programs.
• Coordinate HR initiatives whether one-off or regular, such as Annual Reward Review, performance reviews, reward or payroll communications, etc.
• Coordinate and participate in internal and external resourcing, working with service providers and agencies, following an agreed process and approach.
• Drives all day-to-day and common HR queries and requests for information through the HR mailbox to ensure a common, efficient and accessible process. 
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal, occupational health and other external parties as needed/required.
• Works closely with managers and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and ensures compliance.
• Analyzes trends and metrics in partnership with the broader HR team, for the development of solutions, programs and policies.
• Provides guidance and input on business change and workforce planning.   Supports discussions and drives action on talent management and succession planning.

REQUIREMENTS

Technical Skills

• HR Technical Knowledge - depth and breadth of experience and understanding of a number of HR disciplines including Reward, Employee Relations, Business Partnering/Relationship Management, HR Operations, Resourcing, Learning & Development.
• Maintains knowledge of legal and regulatory requirements related to day-to-day management of employees, reducing risks and ensuring compliance.
• Business engagement and relationship/stakeholder management skills, including influencing senior managers.
• Commercial acumen - exhibits an understanding of the organisation’s business model with the acumen and commerciality that enables delivering HR solutions to people challenges.
• Proven ability to make decisions or proposals based on gathering information from a variety of sources, understanding the breadth of solutions, and ability to critically assess each.
• Demonstrated knowledge of current best practices and trends in HR best practice, across the industry and more broadly within the profession.

Qualifications

• Bachelors or Master's degree, or equivalent, in an appropriate discipline
• CIPD qualification preferred