Human Resources 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.

This is primarily a remote based role, with regular travel required across the business for stakeholder meetings, site visits, and key HR initiatives. Travel is expected approximately 1 to 2 days per week, and a company car will be provided to support business travel requirements.

HR Planning:

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• Collaborate and support the Group HR Director to understand business objectives and translate them into effective HR strategies and initiatives.
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• Partner with management to develop action plans to address talent gaps, retention challenges, and other people-related business needs.
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Talent Management and Development:

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• Support performance management processes, including goal setting, feedback, and development plans.
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• Assist with developing talent management programmes.
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• Advise on learning and development requirements to ensure that the workforce is equipped with the necessary skills for current and future business needs.
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Employee Relations and Engagement

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• Act as a point of contact for employee relations issues, providing guidance on conflict resolution, disciplinary actions, and grievances.
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• Advise and coach managers on managing employee performance and behaviour.
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• Promote employee engagement initiatives, gathering feedback and recommending actions to improve morale and productivity.
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• Foster a culture of trust, collaboration, and high performance within teams.
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Support in Change Management:

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• Assist in implementing organisational changes, including restructures, TUPEs, or the introduction of new processes or policies.
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• Support managers in communicating and managing change effectively across teams.
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• Ensure the successful integration of change strategies into business operations.
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Workforce Planning and Organisation Development:

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• Assist with the forecast of future workforce needs based on business goals and objectives.
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• Provide insights and guidance on optimising team structures, roles and responsibilities for improved performance.
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Talent Acquisition and Retention:

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• Work closely with the recruitment team to ensure that talent acquisition strategies align with business needs and priorities.
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• Advise on retention strategies and work to reduce turnover by identifying the root cause and developing solutions to improve employee satisfaction and engagement.
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• Participate in the recruitment process for mid to senior level roles, ensuring a good fit with the organisation’s culture and values.
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EDI:

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• Support the development and implementation of EDI initiatives.
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• Partner with management and leadership to create a diverse, inclusive, and equitable workplace culture.
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• Assist with the implementation of data monitoring.
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HR Reporting and Analysis:

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• Provide data and insights on HR metrics, such as turnover rates, absenteeism, and employee engagement, to help inform decision-making.
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• Assist with HR audits, employee surveys, and feedback programs to improve HR practices.
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Essential Skills:

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• Bachelor’s degree (or equivalent) in HR, Business Admin, or a related field.
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• 2-3 years of experience in an HR generalist role, preferably in a fast-paced environment.
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• Level 7 CIPD (or working towards).
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• Knowledge of employment law and HR best practice.
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• Proven track record of implementing HR strategic initiatives.
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• Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels.
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• Strong problem solving, analytical and decision-making abilities.
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• Results oriented with a focus on achieving business goals through effective people strategies.
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• Strong business acumen and the ability to balance strategic thinking with practical HR solutions.
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• Excellent organisational skills and attention to detail.
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• Empathetic and approachable with a strong customer service orientation.
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• Resilient and capable of managing completing priorities in a fast-paced environment.
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• Proactive attitude and a continuous improvement mindset.
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