Senior HR Business Partner

HR Business Partner | Mid Kent (hybrid) | 65-75k

Our client, a leading FMCG business in Kent, is seeking to appoint an experienced Human Resources (HR) Business Partner in a strategic role within the organisation, working closely with business leaders to align HR strategies with business goals. The main objective is to understand the needs of the business units and to provide solutions that help achieve those objectives. This involves collaborating with department heads and stakeholders to address various HR matters such as talent acquisition, employee relations, performance management, organisational development, compensation and benefits, and employee engagement.

This role would suit an experienced HR Business Partner with strong stakeholder management experience, the ability to build strong and lasting relationships internally and also previous experience of change management and adding value to a business. Staff management experience would be advantageous.

Key responsibilities as HR Business Partner will include:

• Strategic Planning: Collaborating with business leaders to develop HR strategies that support the overall business objectives. This involves understanding the long-term goals of the organisation and aligning HR initiatives to achieve these.
• Talent Management: Working with business units to identify talent needs and develop strategies for attracting, developing, and retaining top talent. This will involve workforce planning, succession planning, and talent development.
• Employee Relations: Serving as a trusted advisor to managers on employee relations issues, including conflict resolution, performance management, disciplinary actions, and grievances
• Change Management: Assisting in the implementation of changes such as restructurings, mergers, acquisitions, or process improvements and developing communication plans for these, providing support to employees during transitions.
• HR Policy and Compliance: Ensuring that HR policies and practices comply with relevant laws and regulations, developing and implementing HR policies and procedures that support business objectives while also mitigating legal and compliance risks.
• Data Analysis and Reporting: Using HR metrics and data analytics to provide insights into workforce trends, identify areas for improvement, and measure the effectiveness of HR programs and initiatives. This will include analysing turnover rates, employee engagement surveys, and other performance metrics.
• Employee Engagement: Developing strategies to foster a positive work environment and improve employee engagement.