Job Type: 1 Year Fixed Term Contract, Full Time/Part time
Overview: As the sole HR professional within the business, the role combines strategic HR planning with
hands-on operational delivery. ensures legal compliance, supports managers, develops
people practices, manages employee relations, oversees recruitment, and contributes to
business growth while promoting a positive workplace culture.
The HRBP acts as the primary advisor to management on all people-related matters and
ensures that HR policies, procedures, and employment practices align with employment
legislation and organisational objectives.
Key Responsibilities:
HR Strategy
• Develop and implement the company’s HR strategy.
• Align people practices with business objectives.
• Support organisational growth and workforce planning.
• Advise management on HR risks and opportunities.
• Produce HR reports and metrics as required.
• Recommend improvements to HR processes.
Recruitment and Selection
Manage the full recruitment process including:
• Collaboration with hiring manager to ensure efficient workforce planning
• Advertising vacancies
• Liaising with recruitment agencies
• Shortlisting candidates
• Managing and coordinating interview processes and assessments
• Making offers
• Preparing contracts of employment
• Right-to-work checks
Onboarding
• Design and coordinate induction itineraries
• Ensure completion of new starter documentation.
• Set up personnel files and profiles
• Coordinate IT and equipment requirements.
• Ensure compliance with company probation policy
• Ensure successful integration into the business.
Employee Relations
Provide professional advice and support on:
• Disciplinary procedures
• Grievances
• Performance management
• Capability issues
• Absence management
• Flexible working requests
• Bullying and harassment complaints
• Whistleblowing
• Workplace investigations
• Mediation
• Appeals
Conduct investigations and prepare comprehensive reports and outcomes
Support managers through formal HR meetings.
Maintain accurate documentation throughout
Employment Law Compliance
Ensure compliance with relevant employment legislation including:
• Employment Rights
• Equality legislation
• Working Time Regulations
• National Minimum Wage
• Holiday entitlement
• Family leave
• Data protection
• Health and Safety
• Immigration and Right to Work legislation
Keep up to date with legislative changes.
Review company policies regularly and update as required.
HR Policies and Procedures
Develop, review and maintain:
• HR policies
• Procedures
• Templates
• Forms
• Guidance documents
Ensure policies reflect current legislation and best practice.
Communicate policy updates effectively.
Performance Management
Manage the company performance review process.
Support managers with:
• Annual appraisals
• Objective setting
• Performance improvement plans
• Coaching conversations
• Development planning
Monitor completion rates.
Provide training where required
Learning and Development
Identify organisational training needs.
Coordinate:
• Internal training
• External training
• Mandatory training
Maintain training records.
Evaluate training effectiveness.
Payroll Support
Work alongside finance team by:
• Communicating payroll changes
• Starters
• Leavers
• Salary changes
• Overtime management
• Bonuses
• Deductions
• Sick pay
• Maternity/Paternity pay
• Holiday calculations
Support resolution of payroll queries.
Employee Benefits
Administer company benefits including:
• Pension
• Private healthcare
• Life assurance
• Employee Assistance Programme
• Salary sacrifice schemes
• Wellbeing initiatives etc
Manage benefit renewals.
Support required benefit reviews.
Attendance Management
Monitor:
• Sickness absence
• Long-term absence
• Occupational Health referrals
• Return-to-work interviews
Support managers in reducing absence levels
HR Administration
Maintain accurate HR records including:
• Personnel files
• Contracts
• Variation letters
• HR database
• Absence records
• Training records
• Performance records
• Confidential files
Ensure GDPR compliance, act as the complaints lead for Data Compliance
Employee Engagement
Develop initiatives to improve:
• Employee wellbeing
• Staff engagement
• Retention
• Recognition
• Internal communications
• Team culture
Support in organization of employee events, meetings etc
Change Management
Support organisational change including:
• Restructures
• TUPE (where applicable)
• Redundancy consultations
• Organisational redesign
Ensure legal compliance throughout.
Health and Wellbeing
Promote wellbeing initiatives.
Support:
• Mental health awareness
• Employee wellbeing programmes
• Occupational Health referrals
• Reasonable adjustments
• Stress risk assessments
HR Systems
Manage HR Information Systems (HRIS).
Maintain data accuracy.
Produce management reports.
Recommend system improvements.
Support implementation of new systems.
Organizational Culture
Develop and implement a solid organization culture that reflects the business in a positive
light, establishing a road map to ensure major pillars in organizational development e.g.,
Inclusion, Diversity, Health and wellbeing frameworks are well established.
Provide regular reports to senior management.
Essential Qualifications
• CIPD Level 5 qualification or equivalent HR experience.
• Membership of the Chartered Institute of Personnel and Development (desirable).
Essential Experience
• Experience working as a standalone HR professional or HR Manager.
• Experience managing the full employee lifecycle.
• Strong employee relations experience.
• Recruitment and selection experience.
• Performance management experience.
• Policy development.
• Employment law knowledge.
• HR systems experience.
• Payroll liaison experience.
• Change management experience.
• Managing confidential information.
Knowledge
• UK employment legislation.
• ACAS Code of Practice.
• Recruitment best practice.
• Performance management.
• Learning and development.
• Equality and diversity.
• GDPR.
• HR best practice.
• Health and Safety principles.
• Payroll processes.
• Employee engagement.
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