WHAT IS IN IT FOR YOU? Permanent Role HR Business Partner Salary up to £55,000 Home based role with regular presence/attendance on site Multi-site location – covering North Yorkshire, Lincolnshire & Lancashire Regions Beneficial to live within a 100-mile radius of Leeds Multi-Site role responsible for 3 businesses within different location Cash Allowance of £6000 per annum, plus mileage allowance for business use Hotels & subsistence paid for to accommodate travel 25 days holiday plus statutory Pension – Employer contribution 5% Ability to purchase an additional 5 days leave 37.5-hour week – typical working hours 9am – 5:30pm – ability to run own working hours Although home based – forming part of HR team structure – weekly 1-2-1’s with Head of HR, bi-weekly HR team catch ups and quarterly face to face team meets Excellent team/company dynamic built on an excellent culture Opportunity to work for a PLC backed business       THE BUSINESS    Our client is an established PLC organisation and you will form part of their Amenity Division. This role centres on home-based working, however the role will require weekly travel to provide a regular presence/attendance covering 3 business locations.  The 3 businesses are found within North Yorkshire, Lincolnshire & Lancashire locations. This role is responsible for looking after the strategic and operational functions of 3 businesses.    We are seeking a HR candidate who is experienced at Business Partner Level and someone who has actually partnered with a business. This is a strategic role and we are seeking someone with a strong commercial understanding as to how a business operates and can apply the HR function within that framework. We are seeking a candidate who can identify risk within a business and identify failings form a strategic business perspective.    The HR Business Partner will work closely with Managing Directors and Senior Managers to understand the business, identify people priorities and provide practical, commercially focused HR advice that supports business objectives.    The role combines strategic HR partnering with hands-on operational support, providing advice and guidance on employee relations, performance management, recruitment and compliance, while supporting organisational change, restructuring and employee engagement activities. The HR Business Partner will take ownership of key HR priorities across their allocated areas, working with Managers and the wider HR team to ensure agreed actions are delivered effectively and on time.    As  a HR Business partner, you will be skilled within change management focusing on areas such as talent management, succession planning, structural change to aid growth, acquisition, employee relations and risk management.    You will be joining an established organisation who have a strong supportive culture.    THE ROLE    Business Partnering & People Planning Build strong working relationships with Managing Directors and senior managers, developing a good understanding of their businesses, priorities and challenges. Meet regularly with leadership teams to review business performance, identify people priorities and risks, and agree practical plans and actions that support business objectives. Take ownership of the people agenda across the businesses, ensuring agreed priorities and actions are progressed, delivered on time and regularly reviewed with the leadership team. Provide constructive challenge to senior leaders, bringing forward recommendations and solutions that balance business needs, people considerations and potential risks. Identify people-related risks and opportunities, taking a proactive approach to addressing issues before they become bigger problems. Regularly review progress against agreed people priorities, ensuring actions are delivered and have the intended impact. Develop an understanding of the financial and commercial performance of the businesses, including sales, gross profit, margins, costs and the key factors affecting performance. Consider the financial and operational impact of people decisions, including costs, benefits and risks, when making recommendations.    Organisational Change Contribute to decisions about organisational structures, challenging whether reporting lines, spans of control, skills and resources are right for the business. Advise on organisational structures, ensuring teams have the right roles, skills and resources to meet business needs. Support managers in communicating and implementing change, helping employees understand what it means for them. Identify and address people-related risks arising from organisational change. Ensure changes are managed fairly, consistently and in line with employment legislation.    Talent, Succession & Development Work with managers to understand current and future workforce needs, identifying skills gaps, recruitment requirements and potential retention risks. Support succession planning, identifying key roles, potential successors and development needs. Work with managers to identify and develop talent, ensuring employees have opportunities to grow and progress. Coach managers to take ownership of developing their teams and addressing capability gaps. Oversee recruitment activity within the businesses, supporting managers with the recruitment process, key appointments and ensuring effective recruitment and onboarding processes.    Performance Management Work with managers to build a culture of accountability, clear expectations and regular feedback. Coach and support managers in addressing underperformance promptly, fairly and consistently. Ensure annual performance reviews and development plans are completed effectively and within agreed timescales. Identify recurring performance or capability issues and work with managers to address the underlying causes. Support managers in recognising and developing high-performing employees.    Employee Relations & Risk Management Provide practical, commercially focused advice on employee relations matters, ensuring decisions are fair, consistent and legally compliant. Take responsibility for managing complex employee relations cases, including disciplinary, grievance, absence, capability and performance matters. Coach managers to handle employee issues confidently and resolve concerns at the earliest appropriate stage. Identify patterns and recurring employee relations issues, working with managers to address the causes rather than simply dealing with individual cases. Work with the Head of HR and external legal advisers where required to manage employment-related risks.    Employee Engagement & Culture Work with leadership teams to build a positive working environment where employees feel valued, supported and engaged. Lead the delivery of the Let's Talk employee engagement process across the allocated businesses, including surveys, workshops and employee feedback. Work with managers to understand survey results and develop meaningful action plans that address employee concerns. Take ownership of monitoring progress against agreed engagement actions, ensuring employees receive regular updates. Maintain a regular and visible presence across business locations, building relationships with managers and employees, understanding team morale and identifying issues or opportunities for improvement. Support initiatives relating to employee wellbeing, inclusion and positive workplace behaviours.    HR Operations & Compliance Ensure key HR processes are delivered accurately, consistently and within agreed timescales, working closely with the wider HR team. Oversee the effective management of recruitment, onboarding, probation, performance reviews and employee documentation. Ensure managers understand and follow HR policies, procedures and employment legislation. Work with the HR Administrator to maintain accurate employee records and HR systems. Identify opportunities to improve HR processes, making them simpler and more effective for managers and employees. Take ownership of agreed HR actions and projects, ensuring they are progressed and completed without unnecessary follow-up.    HR Data & Business Insights Regularly review HR data to identify trends, anticipate people risks and opportunities, and proactively recommend actions to improve business performance. Provide managers with clear, practical insights and recommendations based on the information available Work with leadership teams to agree actions to address identified issues and monitor their effectiveness. Ensure HR reporting is accurate, up to date and delivered within agreed deadlines.       THE PERSON CIPD Level 5 qualified or above, or equivalent relevant experience. Willingness to travel nationally and maintain a regular presence across business locations. An established HR Business Partner or similar senior HR role, with the ability to work independently, influence senior managers and take ownership of people priorities across multiple businesses/functions. Experience of working closely with senior leadership teams, contributing to business decisions and translating business needs into practical HR actions. Strong knowledge of UK employment law and experience managing complex employee relations matters. Experience supporting organisational change, restructures and workforce planning. Strong communication, coaching and influencing skills, with the confidence to challenge constructively. Experience of supporting performance management, succession planning and employee engagement. Comfortable using HR data to identify issues and recommend improvements. Well organised, proactive and able to manage competing priorities while delivering to deadlines    Competencies: Commercially aware: Understands business priorities and balances employee needs with business requirements. Proactive: Anticipates issues, identifies solutions and acts without waiting to be asked. Accountable: Takes ownership of responsibilities, follows through on commitments and delivers to agreed deadlines. Confident and credible: Builds strong relationships and is comfortable challenging managers constructively. Practical and solutions-focused: Offers straightforward, workable advice rather than unnecessarily complicated processes. Approachable and supportive: Builds trust with employees and managers, treating people fairly and with respect. Adaptable: Comfortable working in a changing business environment and managing a mix of strategic and operational priorities. Collaborative: Works effectively with colleagues across HR and the wider business to achieve shared goals. TO APPLY Please send your updated CV to Tony Hutchinson or apply direct by calling Westray Recruitment Group