People Business Partner

People Business Partners work closely between the People team and the business, aligning People functions with organisational goals. They collaborate with line managers to address workforce needs on a pro-active basis. Implementing People initiatives and managing talent and development approaches, that achieve shared organisational objectives, enhancing performance and well-being of the organisation.

They will have an excellent understanding of the organisation, its strategy, customers and the people challenges. They act as a point of people expertise, implementing specific people approaches to meet the challenges of that area.

Accountabilities

• Ensuring the people strategy is implemented within their area.
• Work with the business to retain top talent through recruitment, onboarding and talent development programmes.
• Handle employee relations issues, working with the area to resolve conflict and maintain a positive work environment.
• Implement performance management systems, provide feedback, and assist in creating development plans for employees.
• Collaborate on initiatives to enhance organisational effectiveness, culture, and employee engagement.
• Ensure consistent application of HR policies and compliance with legal regulations and assist in HR policy development.
• Support the organisation through periods of change, assisting in managing transition e.g. TUPE, Restructuring, Talent mgmt. and Succession planning.
• Consult weekly with business leaders, preparing data, analysing trends and metrics in partnership with the People group to develop solutions and improve workforce efficiency.
• Develop learning material and deliver practical training sessions to the area in line with development needs.
• Provides day-to-day performance management guidance e.g., coaching, counselling on improving performance, career development, disciplinary actions.

Requirements

• CIPD level 5 or Qualified by experience
• Experience of supporting the organisation through periods of change, assisting in managing transition
• Experience of performance management & Leadership development
• Strong data and reporting experience
• Challenge and support key business areas with change
• Deep understanding of HR practices
• Previous experience of supporting a Tech Healthcare team is advantageous