HR Business Partner

Job details
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Job type

Full-time
 
Location
Gourock
 
Benefits
Pulled from the full job description
Company pension
 
Full job description
Salary
Manager Grade 2

Contractual hours
37.5

Basis
Full time

Package
• A rewarding career • A competitive salary • Excellent training, development, and career progression • 37 days annual leave (pro-rata) • Staff travel pass for yourself, spouse/partner, and dependents • An industry leading pension

Date posted
25/08/2025

Job reference
REC000100908


This is a 9 month temporary position.

Role Overview

To help design and deliver the HR strategy and provide proactive and
professional human resources support to the Management Teams to enable them to meet or exceed business targets, employee and client satisfaction.

Principal Accountabilities:

Strategic Direction:

Devise and implement an HR strategy and procedure which will fully integrate with new and existing business opportunities taking full cognizance of both operational and people synergies.
Work in partnership with managers to ensure the business is professionally resourced with the correct numbers, quality and types of workers needed to achieve current and future business objectives.

Performance Management:

Analyse and present people related KPI’s to management teams.
Identify opportunities to assist with the improvement of financial performance.
Ensure best practice in relation to the recruitment, induction, appraisal and development of staff, increasing employee motivation and the retention of appropriately skilled staff committed to the delivery of exceptional customer service.
Oversee and advise management teams on absence management processes in conjunction with managers take action to ensure absence levels remain within company standards.
Strive to continuously improve HR procedures and practices within the relevant business area.
Demonstrate expertise in technical HR areas and develop and deliver innovative solutions to complex people issues.

Talent and Succession Planning:

Assist managers in effectively identifying and developing talent, motivating and encouraging medium performers and supporting and managing poor performers.

Employee Relations:
To provide consultancy and advice on complex HR related matters in accordance with the requirements of company policies and procedures, ensuring adherence to all legal and best practice obligations.
Manage employee relations and develop a climate that is commercially sound and conducive to positive relationships.

Change Management:

Act as a key driver in assisting change management, changing the culture of the organisation and working in partnership with internal customers and recognised trade unions.
Proactively identifying barriers and obstacles to change and working to remove them.
Take the lead in planning and implementing change programmes to assist managers in achieving their business goals.
Lead and direct a change in the culture through the development of staff and teams to achieve performance excellence.

Reward:

Train and coach leaders and managers in the company performance management process and in overall reward.
Build manager capability in the areas of establishing measurable objectives, taking appropriate reward decisions and communicating the elements of the reward package clearly, simply and consistently.
Collate external and internal benchmarking data in order to support pay review discussions.

Organisational Design:
To review the structures, tiers and spans of control within the relevant business area, ensuring alignment with the company OD principles.
Implement Career Maps for identified roles and support the implementation of a Career Path Framework.

General:

Strive to continuously improve HR procedures and practices across the organisation.
Truly partner the business to establish effective working relationships at all levels to achieve results.
Use professional insight to identify people related opportunities, priorities and potential risks with managers.
Collaborative and engaging approach to relationship management

Qualifications, Skills and Experience:

Member of the Chartered Institute of Personnel and Development
Comprehensive knowledge of employment law and wide-ranging experience of complex case management
Solid senior level business partnering experience with a change/transformation background
Experienced in recruitment of senior members of staff
Experienced in trade union negotiations
Can demonstrate an orientation towards continuous HR process improvement
Demonstrates high levels of emotional intelligence and an ability to influence
Demonstrates excellent time management skills and the ability to manage multiple priorities
Strong commercial and financial knowledge and awareness
Outstanding leadership and coaching skills
Excellent communication skills at all levels, within own and client organisations
Excellent presentation and negotiation skills
Problem solving & able to multi task, working to strict deadlines.