HR Business Partner

HR Business Partner

Location:

Swansea

Hours:

Part Time

About the Role:

As HR Business Partner, you will act as a trusted adviser to leaders and managers, providing pragmatic and commercially focused HR guidance across the full employee lifecycle. You will take ownership of key HR processes and initiatives while ensuring that our people practices remain compliant, consistent and aligned with organisational values.

Key Responsibilities:

HR Business Partnering:
Partner with senior leaders and managers to understand business priorities and translate them into effective people strategies and actions. Provide trusted, commercially focused advice across a broad range of people matters. Support organisational development, workforce planning and organisational change. Identify people-related risks and opportunities and develop practical solutions. Use people data and insight to support informed business and workforce decisions.

Challenge and coach leaders where appropriate, helping them build strong, engaged and high-performing teams. Contribute to the development and implementation of the wider People & Culture strategy. Employee Relations & HR Advisory:
Provide expert guidance on employee relations matters, including performance, absence, disciplinary, grievance and capability issues. Coach managers through complex and sensitive employee situations and difficult conversations. Support the fair, consistent and legally compliant resolution of workplace issues. Investigate employee concerns and workplace conflicts where required. Ensure appropriate action is taken in relation to harassment, discrimination, inappropriate behaviour and other employee concerns.

Maintain a balanced approach that considers both employee wellbeing and business requirements. Keep up to date with UK employment legislation and ensure HR practices reflect current requirements and best practice. HR Operations & Compliance Oversee and continuously improve HR processes across the employee lifecycle. Ensure employment contracts, policies, procedures and employee documentation remain accurate, compliant and fit for purpose. Review and develop HR policies and the employee handbook as required.

Ensure HR processes are consistently applied across the organisation. Maintain accurate employee records and HR data in the HRIS. Ensure HR activities comply with GDPR and other relevant legislation. Develop and implement HR procedures and SOPs that improve consistency, efficiency and employee experience. Talent, Performance & Development:
Lead and support effective performance management and development processes. Work with managers to identify talent, capability gaps and development priorities. Support succession planning for key roles and help mitigate people-related business risks. Develop and implement learning and development initiatives aligned with business and employee needs. Support career development and internal progression opportunities. Contribute to the development of competency frameworks and talent management processes.

Support managers in creating clear objectives, providing effective feedback and developing their people. Recruitment & Workforce Planning:
Partner with managers on workforce planning and recruitment requirements. Support effective end-to-end recruitment processes and ensure a high-quality candidate experience. Provide advice on organisational structures, roles and responsibilities. Support succession planning and contingency planning for critical positions. Ensure new employees receive a consistent and engaging onboarding experience. Engagement, Culture & Employee

Experience:

Drive initiatives that strengthen employee engagement, wellbeing and organisational culture. Support engagement surveys and translate feedback into meaningful action plans. Work with leaders to build a positive, inclusive and collaborative working environment. Support employee communications and people-focused initiatives. Promote a culture based on trust, respect, fairness, accountability and continuous improvement. Support employee events and initiatives that strengthen connection and engagement across the organisation.

HR Systems, Data & Projects:
Take ownership of HRIS processes and ensure data quality and integrity. Support the implementation and development of HR systems, processes and reporting. Use HR data and analytics to identify trends and inform people decisions. Lead or contribute to key People & Culture projects. Work with the wider HR team on the…