Scope of Role
The People Business Partner (PBP) is a senior HR role responsible for providing operational and strategic HR support across assigned business units. Reporting to the Head of People & Organisational Development, the PBP translates company-wide people strategy into practical, actionable initiatives that drive performance, engagement, capability, and culture.
The role acts as a trusted advisor to managers and employees, ensuring consistent application of HR policies, supporting workforce planning, recruitment, performance management, and change initiatives, while escalating complex people risks to the Head of People & OD.
The PBP plays a critical role in enabling business growth, supporting multi-site operations, new hires, and potential international expansion, while maintaining alignment with the company’s culture, values, and organisational objectives.
Key Responsibilities
HR Operations & Employee Relations
- Act as first point of contact for managers and employees within assigned units.
- Provide advice, coaching, and support on policies, procedures, performance, grievances, and disciplinary matters.
- Ensure consistent application of HR processes, statutory compliance, and accurate HR records.
- Resolve standard employee relations issues within delegated authority and escalate complex matters to the Head of People & OD.
- Talent Acquisition & Workforce Planning
- Partner with the Head of People & OD and Talent Acquisition team to deliver recruitment campaigns for assigned business units.
- Advise managers on resourcing, succession planning, retention, and workforce capability.
- Support onboarding and integration of new hires to ensure alignment with business objectives and culture.
Assist with international recruitment and subcontractor engagement where required.
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Performance, Development & Capability
- Support managers in implementing performance management, appraisal, and development frameworks.
- Provide coaching and guidance to employees and leaders on capability building, performance improvement, and leadership growth.
Support mentoring, talent development, and high-performance culture initiatives within business units.
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Employee Engagement, Culture & Internal Communications
- Collaborate with the Communications & Community team to deliver engagement campaigns, town halls, and cultural initiatives.
- Promote inclusion, wellbeing, and positive employee experience.
Ensure consistent messaging and embedding of organisational values and culture across all assigned units.
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Change Management & Projects
- Support business unit-specific organisational changes, including site expansion, operational restructuring, or process implementation.
- Lead execution of HR initiatives within assigned units in partnership with the wider People team.
- Drive adoption of new HR tools, processes, and programs while supporting change readiness.
Reporting & Insight
- Track and analyse HR metrics and internal communications, providing insights and recommendations to improve engagement and performance.
- Report monthly to the Head of People & OD and CPO, using data to optimise HR initiatives, internal channels, and engagement campaigns.
Provide workforce insight to support business-unit planning and decision-making.
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Quality, Health, Safety & Environment
- Maintain a high standard in HSE attitude and behaviour
- Report any observed unsafe actions and conditions.
Adhere to all applicable quality standards, Standard Operating Procedures and Work Instructions.
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Authorities, Interfaces & Reporting
- Reports directly to the Head of People & Organisational Development.
- Retains authority for day-to-day HR operational decisions, coaching managers on policy application, and resolving standard employee relations matters.
- Accountable for: execution of HR operational activities, workforce planning support, employee engagement initiatives, and alignment of people practices with business needs.
Interfaces with: Head of People & OD, Talent Acquisition, Communications & Community, Learning & Development, People & Office Operations, business unit managers, employees, and external HR advisors as required.
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Skills, Knowledge & Attributes
- Strong HR generalist experience in fast-growing, multi-site, or international organisations.
- Hands-on experience with recruitment, employee relations, performance management, and HR operations.
- Knowledge of employment law, HR policies, statutory compliance, and HR systems.
- Ability to build relationships, influence managers, coach leaders, and drive business-unit impact.
- Strong organisational, project management, and analytical skills, with operational delivery focus. Experience working cross-functionally with Talent Acquisition, Communications & Community, L&D, and other HR functions.
- Excellent communication, stakeholder management, and problem-solving skills.
Proficiency with HRIS/ERP systems and reporting tools.
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Why Join Us?
- Be part of a supportive, inclusive People team
- Help shape how our people grow their careers internally
- Make a real impact in a growing, forward-thinking business
- Enjoy variety, autonomy and the chance to grow your own skills too
What We Offer
- Competitive salary
- Hybrid working available – Primarily based on site, this role can be offered on a full-time basis (39 hours per week, Monday to Friday) or part-time over five days (reduced hours, Monday to Friday).
- 28 days annual leave (rising to 33 with service)
- Birthday day off
- Enhanced maternity/paternity leave
- Company pension scheme
- Access to our Employee Assistance Programme
