People Business Partner

About the role

The People Business Partner (PBP) is responsible for delivering a professional, business focused HR service across their designated region. The role supports the delivery of the organisation’s People Strategy, ensuring HR initiatives and operational priorities are implemented effectively and aligned with business objectives. The PBP will partner with the Regional Director to provide strategic HR oversight, working closely with Regional Operations Managers and Registered Managers to deliver expert advice on employee relations, organisational change, workforce planning, and performance management. The role will play a key part in supporting organisational change, including company wide acquisitions and local TUPE transfers, ensuring smooth integration, compliance, and minimal disruption to services. It also focuses on building manager capability, improving team performance, and using HR data and insight to drive effective decision making and organisational outcomes.

Responsibilities

• Business Partnering & Strategy: Partner with leaders and managers to deliver HR strategy and initiatives across the organisation. Provide advice and guidance on workforce planning, organisational design, and performance improvement. Support the alignment of people plans with wider business objectives.
• Employee Relations: Provide advice and manage employee relations casework, including disciplinary, grievance, absence, and performance matters. Support complex and high risk cases, ensuring compliance with employment legislation and organisational policies. Develop management capability through guidance, coaching and training on employee relations matters.
• Change Management & Projects: Lead and support organisational change programmes, including restructures, redundancies, TUPE transfers, acquisitions, and changes to terms and conditions. Play a key role in company wide acquisitions and local TUPE transfers, ensuring smooth onboarding, compliance with legislation, and effective integration of employees into the organisation. Provide guidance to managers throughout change processes, ensuring consistent communication and adherence to best practice. Support the business through periods of transformation, ensuring minimal disruption to operations and employee experience.
• Performance, Data & Reporting: Analyse HR metrics such as absence, turnover, and engagement to identify trends and risks. Produce reports and provide insights to support decision-making. Develop and monitor action plans to improve performance and people outcomes.
• People Development & Capability Building: Coach and support managers to improve leadership capability and team performance. Deliver training and guidance on HR policies, procedures, and best practice. Support talent development and succession planning initiatives.
• Stakeholder Engagement: Build and maintain effective working relationships with internal stakeholders and external partners where required. Work collaboratively with the HR Operations team to review and improve HR processes, policies, and procedures, ensuring consistency, efficiency, and continuous improvement of HR systems and service delivery. Partner with the Recruitment Manager to ensure branches are appropriately staffed and to address retention challenges, supporting the smooth running of services. Collaborate with central functions (including Finance and Quality) to ensure a consistent and coordinated people approach across the region. Provide a responsive, professional, and solutions-focused HR service to all stakeholders.

Qualifications, Experience and Skills

• Qualifications: CIPD Level 5 or above (or equivalent experience).
• Experience: Experience operating as an HR Business Partner in a similar industry, within a multi-site / complex organisational environment. Experience managing high-level and complex employee relations casework. Experience supporting organisational change initiatives, including restructures, changes to terms and conditions. Experience of supporting or leading TUPE consultations and employee integration during acquisitions or service transitions. Experience using HR data to inform decision-making and drive actions. Experience within a regulated sector (desirable).
• Skills and Competencies: Business Partnering & Influencing, Employee Relations Knowledge, Communication Skills, Problem Solving & Decision Making, Analytical Skills, Organisational & Planning Skills, Change Management, Resilience and Adaptability.

General Company Responsibilities

• Safeguarding: Employees must promote a culture of safeguarding...
• Quality Assurance and Continuous Improvement
• Confidentiality and Data Protection
• Health and Safety
• Equality, Diversity and Inclusion (EDI)
• Training and Development
• Policies and Procedures