HR Business Partner

Key Responsibilities

HR Lifecycle & Employee Relations

• Oversee all elements of the HR lifecycle, including recruitment, onboarding, performance management, learning & development, and offboarding.
• Provide expert guidance on complex employee relations cases, including disciplinary procedures, grievances, and conflict resolution.
• Act as the day-to-day line manager for the administration team, ensuring smooth workflows and operational efficiency.
• Support leadership teams in managing workforce changes, including restructures, redundancies, and TUPE transfers, ensuring compliance with employment law and best practice.
• Partner with managers to develop proactive employee relations strategies that foster a positive, high-performing work environment.
• Develop and implement HR policies that support employee wellbeing, fairness, and engagement.
• Engage with trade unions and employee representatives, leading negotiations, consultations, and dispute resolution to maintain constructive working relationships.

HR Systems, Compliance & Continuous Improvement

• Ensure adherence to UK employment law and HR best practices, mitigating risk and safeguarding the organisation’s reputation.
• Regularly review and update HR policies and procedures to reflect changes in legislation and evolving business needs, ensuring that this aligns with all central CCS polices.
• Utilise HR metrics to provide actionable insights and recommendations to leadership, supporting data-driven decision-making.
• Monitor trends in absence, turnover, and employee relations to implement proactive interventions.
• Lead on HR systems implementation and process improvements, ensuring efficiency and accuracy in HR operations.

Strategic HR & Business Partnership

• Collaborate with senior stakeholders to design and implement HR strategies that support the long-term vision of the organisation.
• Lead and support business change initiatives, including organisational restructuring and workforce planning, ensuring a seamless transition and minimising risk.
• Use HR analytics to identify trends and opportunities, advising leadership on proactive solutions to enhance workforce productivity and engagement.
• Drive initiatives that enhance business performance through improved people management and organisational culture.
• Partner with cross-functional teams, including finance, operations, and legal, to align HR strategies with overall business objectives.

People & Culture Initiatives

• Design and implement initiatives that promote employee engagement, wellbeing, and inclusion, fostering a culture of continuous improvement.
• Work with senior leaders to develop and implement diversity, equity, and inclusion (DEI) strategies that support a diverse and thriving workforce.
• Support leadership in embedding CCS company values, ensuring they are reflected in all aspects of people management and HR policies.
• Develop action plans to improve employee satisfaction and retention, utilising feedback from engagement surveys and other key data sources.
• Contribute to employer branding and employee value proposition (EVP) initiatives to attract and retain top talent.

Talent Management & Leadership Development

• Partner with leaders to develop robust competency, succession planning and talent development frameworks, ensuring a strong pipeline of future leaders.
• Oversee and support the performance management cycle, guiding managers on appraisals, feedback, and career development planning.
• Identify and implement learning and development opportunities, including leadership coaching, to support employee career progression.
• Work collaboratively with internal and external stakeholders to design and deliver training and development programmes.
• Support recruitment strategies, ensuring alignment with business needs and market trends.

Compensation & Benefits

• Provide guidance on pay structures, benchmarking, and benefits to support retention and motivation strategies.
• Work with finance and leadership teams to ensure compensation strategies align with business objectives and industry standards.
• Support the development and implementation of total reward strategies, including recognition and incentive schemes.

Qualifications & Skills

• Significant experience in a strategic HR role, working with senior leaders to influence and drive change.
• Strong expertise in employee relations, restructures, and workforce planning, with a track record of managing complex HR matters.
• Proven ability to develop and deliver tailored HR initiatives that enhance organisational performance and culture.
• Excellent stakeholder management skills, with the ability to engage, influence, and challenge at all levels.
• Experience leading business change projects, with a focus on supporting employees and driving engagement through transitions.
• Deep understanding of UK employment law, HR compliance, and best practice people management.
• A proactive and solutions-oriented mindset, with strong problem-solving and analytical skills.
• Experience with HR systems and HRIS, using technology to enhance HR operations and decision-making.
• Knowledge of compensation, benefits, and reward strategies to support business and employee needs.
• Experience working with trade unions, including negotiations, consultations, and resolving disputes effectively.
• Ability to manage and develop a small team, providing coaching, support, and performance management to drive high performance.
• CIPD qualification (Level 5 or above) or equivalent professional experience.