About Us
Harmony Auto, an automotive dealership partnered with BYD since 2023, specialises in the sale of new energy vehicles. We are committed to providing intelligent and green travel services, contributing to emissions reduction and sustainable development. We also aim to provide customers with high-quality travel experiences that promote harmony between humans and vehicles.
The Role
The People Partner works closely with leaders and managers to develop and deliver people strategies that support organisational objectives and create a positive, inclusive, and high-performing workplace.
The role provides strategic and operational HR support across employee relations, equality, diversity and inclusion, learning and development, recruitment, performance management, organisational development, and employment-law compliance.
Key Responsibilities
Strategic people partnering
- Build trusted relationships with leaders, managers, and employees.
- Translate organisational priorities into practical people plans.
- Use workforce data and employee insights to identify trends, risks, and opportunities.
- Support workforce planning, succession planning, talent management, and organisational change.
- Advise leaders on organisational design, role structures, employee engagement, and culture.
Employee relations
- Provide clear, practical advice on disciplinary, grievance, absence, capability, conduct, and performance matters.
- Support managers with investigations, formal meetings, appeals, and complex employee cases.
- Promote early and informal resolution of workplace concerns where appropriate.
- Maintain accurate and confidential case records.
- Identify recurring employee-relations issues and recommend preventative action.
Equality, diversity and inclusion
- Champion equality, diversity, inclusion, and belonging across the organisation.
- Support the development and delivery of inclusive policies, practices, and initiatives.
- Advise managers on reasonable adjustments and inclusive people-management practices.
- Review workforce data to identify inequalities and recommend appropriate action.
- Help ensure recruitment, development, promotion, and performance processes are fair and accessible.
Learning and organisational development
- Work with managers to identify individual, team, and organisational development needs.
- Support the design and delivery of learning programmes, leadership development, coaching, and career pathways.
- Evaluate the effectiveness of learning and development activity.
- Support succession planning and the development of internal talent.
- Facilitate initiatives that strengthen culture, engagement, capability, and organisational effectiveness.
Recruitment and workforce planning
- Partner with hiring managers to define workforce requirements and recruitment strategies.
- Support inclusive, fair, and effective attraction, assessment, and selection processes.
- Advise on job design, role profiles, interview methods, selection decisions, and offers.
- Monitor recruitment performance and recommend improvements to candidate experience, quality of hire, and time to fill.
- Support effective onboarding and probation processes.
Performance and talent management
- Coordinate and improve performance-management processes.
- Coach managers to set clear expectations, give constructive feedback, and address underperformance.
- Support talent reviews, career development, succession planning, and employee-retention activity.
- Promote consistent and fair approaches to recognition, progression, and development.
- Help embed a culture of accountability, continuous feedback, and high performance.
Policy, governance and compliance
- Develop, review, and implement HR policies, procedures, and guidance.
- Help ensure people practices comply with employment law, regulatory requirements, and organisational policies.
- Monitor changes in employment legislation and recommend updates to policies and working practices.
- Support consultation processes, organisational change, and restructuring activity.
- Handle employee information confidentially and in accordance with data-protection requirements.
People services and continuous improvement
- Work collaboratively with recruitment, learning and development, payroll, reward, and HR operations colleagues.
- Monitor people measures such as turnover, absence, engagement, diversity, recruitment, and employee-relations activity.
- Prepare reports and recommendations for senior leaders.
- Improve HR systems, processes, and service standards.
- Contribute to organisation-wide people projects and change programmes.
Requirement
- Significant generalist HR or people-management experience.
- Experience advising managers on complex employee-relations matters.
- Experience supporting recruitment, performance management, organisational development, and employee engagement.
- Experience developing or implementing HR policies and procedures.
- Evidence of working effectively with senior leaders and operational managers.
- Experience handling sensitive and confidential information.
- Strong relationship-building and influencing skills.
- Sound judgement and the ability to provide balanced, commercially aware advice.
- Working knowledge of employment law and recognised HR good practice.
- A relevant HR, people management, organisational development, or business qualification, or equivalent professional experience.
- CIPD membership or qualification is desirable.
- Evidence of continuing professional development is desirable.
Compensation & Benefits
- 25 days annual leave plus bank holidays
- Workplace pension scheme
- Working hours: 9:00am–6:00pm with a 1-hour lunch break
- On-site working environment
Job Types: Full-time, Permanent
Pay: £37,500.00 per year
Work Location: In person
