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Purpose: The HR Business Partner (HRBP) provides a combination of hands-on HR operational support, including employee relations expertise, and strategic business partnering to support leaders and employees across their business area. The role operates primarily as a trusted advisor to managers on all people matters to ensure fair, consistent, and legally compliant employee management, while also contributing to the development of a more strategic, proactive HR function as the business evolves. Main Duties & Responsibilities Operational & Generalist HR Support Act as a key HR contact for your business area, providing generalist support across the employee lifecycle. Build strong relationships with business area leaders to understand team structures, challenges, and priorities. Train, coach, support and offer guidance to stakeholders on the application of HR policies and procedures in line with current legislation. Manage HR policies, procedures, and compliance with employment legislation. Work collaboratively with the wider HR team to review, update, and implement HR policies and procedures, ensuring they are practical, compliant, and aligned with business needs. Employee Relations Support managers in dealing with complex casework, performance, attendance, and employee relations issues. Coach and build the confidence of managers to manage day-to-day people issues more effectively and independently. Identify patterns or recurring issues and work with the HR team to address root causes through training, communication, or policy changes, which will lead to improved people practices. Support investigations and hearings for complex or high-risk cases, sometimes involving external legal or regulatory input. Develop and maintain good relations with recognised trade unions, where applicable. Strategic Partnership Partner with senior leaders to understand business goals and align people strategies accordingly. Challenge and influence decision-making to ensure alignment with good people practice and company values. Work with leaders to improve team effectiveness and engagement. Deliver key HR initiatives, including workforce planning, restructuring, resourcing, talent management, pay and reward, employee relations, employee engagement, and performance management. Work with business area to provide people data insights. Change & Culture Support organisational changes such as restructures, role design, TUPE; driving engagement and communication strategies. Monitor employee engagement through VIBE Survey, identifying themes, and partnering with leaders to improve employee experience. Participate in HR projects that support longer-term people objectives (e.g. employee engagement, leadership development, talent frameworks). Support the Head of HR in developing and embedding initiatives on culture, leadership capability, and workforce planning. Facilitate workshops, training sessions, and manager development programs. People Data & Insights Use HR data and metrics (e.g. turnover, absence, case trends, VIBE survey results, and demographics) to identify patterns and inform decision-making. Analyse ER and workforce data to highlight underlying issues and recommend targeted interventions. Support the development of dashboards or regular people reports that help leaders understand workforce trends and risks. Use insights from data to shape priorities for leadership development, engagement, and policy improvement. Collaborate with the HR team to improve data quality, reporting accuracy, and accessibility of people analytics. Knowledge, Skills, Experience and Qualifications: CIPD qualification (Level 5 or above) or equivalent experience desirable. Proven experience as an HR Business Partner or HR Generalist within a fast-paced, evolving business. Strong employee relations expertise with a history of handling complex cases and a solid knowledge of UK employment law Demonstrated experience managing TUPE transfers, restructures, or large-scale organisational change. Ability to balance strategic thinking with hands-on delivery. Experience supporting change management and organisational transformation. Commercial awareness and ability to link people initiatives to business outcomes. Excellent communication, influencing, and stakeholder management skills.