Senior Human Resources Business Partner

Reporting to the HR Leader EMEA, a ct as the Senior Human Resources Business Partner (HRBP) for assigned functions and business areas at Telford, translating business priorities into practical people plans that strengthen manager capability, employee relations, workforce discipline, engagement, succession and performance against goals and objectives. Serves as a visible HR partner to functional leadership, managers and supervisors, ensuring people practices are commercially grounded, legally compliant, consistently applied, and aligned with the Global HR Action Plan.

Essential Job Functions Operational HR Business Partnering (50%) Act as the primary HR partner for assigned functions and business areas, building trusted relationships with leaders, managers and supervisors. Translate operational priorities into practical people plans that improve productivity, accountability, engagement and performance. Support the Leadership Team by identifying people risks, capability gaps and workforce challenges that may impact delivery of business objectives .

Ensure consistent application of HR policies, procedures and employment practices across assigned business areas. Proactively identify gaps in manager capability, leadership effectiveness, process compliance and workforce discipline, implementing practical solutions to improve execution. Act as a trusted adviser during organisational change, workforce growth, restructures and operational improvement activity. Support employee engagement initiatives and help leaders translate feedback into practical actions that improve employee experience and site performance.

Represent HR within operational forums and leadership meetings, ensuring people considerations are integrated into business decision-making. Employee Relations and Manager Capability (20%) Provide guidance to managers on employee relations matters including performance, conduct, absence, grievance, disciplinary and capability issues. Coach managers to address performance concerns early, manage difficult conversations effectively and apply policy consistently. Support investigations, hearings and employment matters, ensuring compliance with employment legislation and company policy.

Identify recurring employee relations trends and implement practical interventions to reduce risk and improve management effectiveness. Build manager capability through coaching, training and structured support focused on accountability, leadership behaviours and people management effectiveness. Challenge behaviours and management decisions that create employee relations, retention or compliance risk. Workforce Planning, Talent and Succession (15%) Partner with leaders to identify current and future workforce requirements, capability risks and critical skill gaps.

Support succession planning and talent review activities, ensuring key positions have appropriate development and succession plans. Assess leadership density and bench strength within assigned functions and recommend actions to improve capability and organisational resilience. Identify high-potential employees and work with managers to develop meaningful development plans. Monitor workforce trends including turnover, internal mobility and retention risk to support informed workforce decisions.

Governance, Reporting and Recruitment (15%) Ensure all recruitment activity follows approved governance, workforce planning and budget approval processes prior to advertising. Support structured recruitment and selection processes to improve hiring quality and reduce early attrition risk. Challenge recruitment decisions, role definitions or hiring practices that may create long-term capability, performance or retention issues. Ensure HR records, documentation and employment processes are maintained accurately and comply with internal governance requirements.

Qualifications / Skills / Experience CIPD Level 5 essential; CIPD Level 7 desirable. Experience supporting organisational change and business transformation. Demonstrated ability to build credibility, influence and challenge senior operational leaders. Strong analytical capability with experience interpreting people metrics and translating insight into business action. Strong communication , influencing, judgment, and organisational skills. Proficient with Microsoft Office; HRIS experience ( Paylocity or similar) an advantage.

Ability to work on own initiative, working within a team and the ability to meet deadlines. Comfortable…