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. About the RoleHR 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.