Human Resources Business Partner

Envisics Milton Keynes, England, United Kingdom

Human Resources Business Partner – Envisics

Role Overview / Purpose

The HR Business Partner (HRBP) acts as a trusted adviser to managers, providing proactive and strategic HR support across all global teams. The HRBP combines hands‑on operational capability with forward‑thinking strategic influence. This is a varied, fast‑paced position where adaptability, a positive can‑do attitude, and the ability to “wear many hats” are essentia l.
The HRBP partners closely with the business on HR strategy, oversees key processes delivered by the HR Assistant, drives key people initiatives, and ensures the organisation remains compliant, engaged and well-supported through its growth journey.

Key Responsibilities

• ring
  
  Act as the primary HR partner for managers globally, providing coaching, advice and challenge on performance, capability, absence, conduct, employee wellbeing, development, reward and organisational cha
• nge.
  
  Build strong, collaborative relationships with managers to understand business needs and deliver practical, commercially-focused HR soluti
• ons.
  
  Support managers through complex and sensitive employee relations matters, ensuring fair, consistent and legally compliant outco

Leadership and Operational Oversight

• sight
  
  Line manage the HR Assistant, overseeing payroll, onboarding, offboarding, HR systems, documentation and day‑to‑day HR administration, acting as the escalation point for complex is
• sues.
  
  Ensure efficient, compliant and high‑quality HR operations, continuously improving processes where poss

Compliance and Employment Law

• nt Law Take ownership of ensuring employment law compliance across all regions where staff are emp
• loyed.
  
  Maintain up‑to‑date knowledge of legislative changes and best practice, communicating updates and required actions to managers and the bus
• iness.
  
  Oversee visa and immigration processes to ensure compliance, risk management and timely ren

Reward, Benefits and HR Cycles

• Cycles Oversee company reward and benefit programmes, ensuring competitiveness, consistency and employee
• value.
  
  Lead key HR calendar activities including annual performance reviews, pay progression and promotion processes, salary reviews and benefit re
• newals.
  
  Support compensation benchmarking and provide recommendations to managers and lead

Learning, Development and Culture

• elopment
  
  Oversee the Learning Management System (LMS), ensuring it remains up to date, relevant and valuable for em
• ployees.
  
  Work with managers to identify learning needs and support the creation or sourcing of appropriate development act
• ivities.
  
  Provide guidance on career development, upskilling and growth pathways within the b
• d Culture Lead engagement survey analysis, identifying themes and partnering with managers to implement actions that enhance culture and r
• etention.
  
  Support delivery of wellbeing campaigns, staff events and other activities that strengthen employee ex
• perience.
  
  Promote a positive, inclusive and collaborative working environment across all l

Projects and Continuous Improvement

• mprovement
  
  Deliver ad hoc HR projects such as retention initiatives, career development frameworks, workforce planning or polic
• y Updates.
  
  Analyse HR data and trends to inform decision‑making and recommend imp
• rovements.
  
  Contribute to wider HR strategy and support the VP HR on organisational initiatives, reporting and

Key Skills and Competencies

• ompetencies5+ years broad HR experience, ideally including business partnering and globa
• l exposure.
  
  Strong working knowledge of employment law, compliance requirements and HR bes
• t practice.
  
  Ability to build strong, trusted relationships with managers at
• all levels.
  
  Proven experience managing or overseeing payroll, HRIS and administrative
• processes.
  
  Highly adaptable with a positive can‑do attitude, comfortable handling a varied workload and supporting div
• erse tasks.
  
  Strong analytical and problem‑solving skills, with the ability to interpret data and drive meaningf
• ul actions.
  
  Excellent communication skills, with the confidence to influence decisions and challenge cons
• tructively.
  
  Experience in reward, benefits, performance cycles and L&D processes is
• essential.
  
  CIPD qualification (Level 5 or above)

eniority level

• Associate

Employment type

• Contract

Job function

• Human Resources

Industries

• Technology, Information and Media, Automation Machinery Manufacturing, and Electrical Equipment Manufacturing

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