HR Business Partner

Pertemps Glasgow Perms • Permanent • London, Greater London, England, United Kingdom • £65k - £75k / year • 17h ago

We're delighted to be partnering with our client to recruit an experienced HR Business Partner to join their growing HR team. This is an excellent opportunity for a commercially focused HR professional who enjoys building strong relationships, influencing senior stakeholders, and delivering strategic people solutions that make a real business impact.

This role offers the opportunity to work closely with leaders across the organisation, providing expert HR advice while supporting the delivery of business objectives. You'll be instrumental in developing management capability, driving organisational change, and ensuring people practices align with both commercial goals and employee engagement.

Our client is looking for someone who is equally comfortable operating strategically and rolling up their sleeves to support day-to-day HR activity. If you're a confident HR Business Partner with strong employee relations experience and a passion for developing people, we'd love to hear from you.

As a trusted HR partner, you'll work collaboratively with managers and senior leaders to deliver proactive, commercially focused HR support across the full employee lifecycle. You'll play a key role in embedding best practice, supporting change initiatives, and helping to create a positive, high-performing culture.

Key Responsibilities

Build strong partnerships with managers and senior leaders, providing expert HR guidance to support operational and strategic business objectives.
Act as a trusted advisor, offering practical solutions on a wide range of employee relations matters, including disciplinaries, grievances, absence management and performance issues.
Coach and support managers to strengthen their leadership capability and confidence in managing people effectively.
Partner with stakeholders to deliver organisational change projects, restructures and workforce planning initiatives.
Identify opportunities to improve people processes, ensuring HR policies and procedures are applied consistently across the business.
Use HR data and workforce insights to support informed decision-making and identify trends or areas for improvement.
Support talent management activities, including succession planning, employee development and retention strategies.
Champion employee engagement, wellbeing and inclusion initiatives that enhance the overall employee experience.
Contribute to the development and delivery of HR projects, driving continuous improvement across the function.
Build positive relationships across all areas of the business, promoting a collaborative and people-focused culture.

Essential Skills & Experience

Previous experience working as an HR Business Partner, Senior HR Advisor or within a similar strategic HR position.
Strong working knowledge of UK employment legislation and employee relations best practice.
Demonstrable experience partnering with senior leaders and influencing business decisions through effective people solutions.
Confident managing complex employee relations cases from start to finish.
Excellent coaching and relationship-building skills, with the ability to challenge and support managers appropriately.
Experience working within a fast-paced, evolving business environment where priorities can change quickly.
Commercially aware with the ability to balance business objectives alongside employee needs.
Strong communication, stakeholder management and influencing skills.
Analytical approach with experience using people data to support business decisions and continuous improvement.
CIPD Level 5 or Level 7 qualified (or equivalent experience) is desirable.

This is an exciting opportunity to join a forward-thinking organisation where you'll have the chance to influence business decisions, support organisational growth and play a key role in shaping a positive workplace culture.

If you're an experienced HR Business Partner looking for your next challenge, we'd love to hear from you.

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