HR Business Partner

First Response Group is not just a workplace. It is a vibrant community where passion fuels our excellence, integrity guides our conduct, empowerment shapes our successes, and a sense of community binds us together. We are pioneers in our field, and we seek to inspire every person to reach their maximum potential.

The HR Business Partner (HRBP) is a strategic role designed to work closely with leadership/management teams and business units to align HR strategies with business goals. The HRBP acts as a trusted advisor, providing guidance on people-related matters, including talent management, organisational development, employee relations, and performance management. The role requires both strategic thinking and hands-on execution, ensuring HR initiatives drive business outcomes and foster a positive workplace culture.

This is primarily a remote based role, with regular travel required across the business for stakeholder meetings, site visits, and key HR initiatives. Travel is expected approximately 1 to 2 days per week, and a company car will be provided to support business travel requirements.

First Response Group is committed to encouraging equality, diversity and inclusion across our workforce and eliminating unlawful discrimination. We are a Living Wage Foundation Recognised Service Provider, accredited to the Inclusive Employers Standard, a Disability Confident Committed employer and a signatory of the Armed Forces Covenant.

About the Role HR Planning

• Collaborate and support the Group HR Director to understand business objectives and translate them into effective HR strategies and initiatives.


• Partner with management to develop action plans to address talent gaps, retention challenges, and other people-related business needs.

Talent Management and Development

• Support performance management processes, including goal setting, feedback, and development plans.


• Assist with developing talent management programmes.


• Advise on learning and development requirements to ensure that the workforce is equipped with the necessary skills for current and future business needs.

Employee Relations and Engagement

• Act as a point of contact for employee relations issues, providing guidance on conflict resolution, disciplinary actions, and grievances.


• Advise and coach managers on managing employee performance and behaviour.


• Promote employee engagement initiatives, gathering feedback and recommending actions to improve morale and productivity.


• Foster a culture of trust, collaboration, and high performance within teams.

Support in Change Management

• Assist in implementing organisational changes, including restructures, TUPEs, or the introduction of new processes or policies.


• Support managers in communicating and managing change effectively across teams.


• Ensure the successful integration of change strategies into business operations.

Workforce Planning and Organisation Development

· Assist with the forecast of future workforce needs based on business goals and objectives.

· Provide insights and guidance on optimising team structures, roles and responsibilities for improved performance.

Talent Acquisition and Retention

• Work closely with the recruitment team to ensure that talent acquisition strategies align with business needs and priorities.


• Advise on retention strategies and work to reduce turnover by identifying the root cause and developing solutions to improve employee satisfaction and engagement.


• Participate in the recruitment process for mid to senior level roles, ensuring a good fit with the organisation’s culture and values.

EDI

• Support the development and implementation of EDI initiatives.


• Partner with management and leadership to create a diverse, inclusive, and equitable workplace culture.


• Assist with the implementation of data monitoring.

HR Reporting and Analysis

• Provide data and insights on HR metrics, such as turnover rates, absenteeism, and employee engagement, to help inform decision-making.


• Assist with HR audits, employee surveys, and feedback programs to improve HR practices.

Requirements • Bachelor’s degree (or equivalent) in HR, Business Admin, or a related field.

• 2-3 years of experience in an HR generalist role, preferably in a fast-paced environment.


• Level 7 CIPD (or working towards).


• Knowledge of employment law and HR best practice.


• Proven track record of implementing HR strategic initiatives.


• Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels.


• Strong problem solving, analytical and decision-making abilities.


• Results oriented with a focus on achieving business goals through effective people strategies.


• Strong business acumen and the ability to balance strategic thinking with practical HR solutions.


• Excellent organisational skills and attention to detail.


• Empathetic and approachable with a strong customer service orientation.


• Resilient and capable of managing completing priorities in a fast-paced environment.


• Proactive attitude and a continuous improvement mindset.

This listing is from Reed. View original listing ↗