Job Summary We are seeking a dedicated and knowledgeable Water Treatment Specialist to join our team. This role involves providing expertise in water treatment solutions, ensuring compliance with environmental regulations, and fostering strong relationships with clients. The ideal candidate will have a strong background in technical sales and account management, with a focus on B2B environments. You will be responsible for promoting our water treatment services and products while delivering exceptional customer service. Duties Develop and implement effective strategies for business development and marketing of water treatment solutions. Engage in B2B sales activities, including warm calling potential clients to generate leads and establish relationships. Utilize Salesforce to track sales activities, manage accounts, and analyze performance metrics. Conduct thorough analysis of client needs to provide tailored water treatment solutions that meet their requirements. Collaborate with technical teams to ensure the delivery of high-quality services and products. Maintain ongoing communication with clients to ensure satisfaction and address any concerns or inquiries. Lead presentations and demonstrations of water treatment technologies to potential clients. Negotiate contracts and agreements to secure business deals while maintaining profitability. Skills Strong negotiation skills with the ability to close deals effectively. Proven experience in business development within the water treatment or related industries. Proficiency in B2B sales techniques, including warm calling strategies. Familiarity with marketing principles related to technical sales environments. Experience using Salesforce or similar CRM tools for account management and analysis. Excellent communication skills, both verbal and written, with the ability to convey complex information clearly. Strong analytical skills to assess market trends and client needs effectively. Demonstrated leadership abilities in managing projects or teams within a sales context. Join us as we work towards providing innovative water treatment solutions that make a difference!
May 01, 2026
Full time
Job Summary We are seeking a dedicated and knowledgeable Water Treatment Specialist to join our team. This role involves providing expertise in water treatment solutions, ensuring compliance with environmental regulations, and fostering strong relationships with clients. The ideal candidate will have a strong background in technical sales and account management, with a focus on B2B environments. You will be responsible for promoting our water treatment services and products while delivering exceptional customer service. Duties Develop and implement effective strategies for business development and marketing of water treatment solutions. Engage in B2B sales activities, including warm calling potential clients to generate leads and establish relationships. Utilize Salesforce to track sales activities, manage accounts, and analyze performance metrics. Conduct thorough analysis of client needs to provide tailored water treatment solutions that meet their requirements. Collaborate with technical teams to ensure the delivery of high-quality services and products. Maintain ongoing communication with clients to ensure satisfaction and address any concerns or inquiries. Lead presentations and demonstrations of water treatment technologies to potential clients. Negotiate contracts and agreements to secure business deals while maintaining profitability. Skills Strong negotiation skills with the ability to close deals effectively. Proven experience in business development within the water treatment or related industries. Proficiency in B2B sales techniques, including warm calling strategies. Familiarity with marketing principles related to technical sales environments. Experience using Salesforce or similar CRM tools for account management and analysis. Excellent communication skills, both verbal and written, with the ability to convey complex information clearly. Strong analytical skills to assess market trends and client needs effectively. Demonstrated leadership abilities in managing projects or teams within a sales context. Join us as we work towards providing innovative water treatment solutions that make a difference!
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Commercial Pricing Manager - Soft FM Hybrid / Home-Based (UK Wide) We're working with a leading facilities management provider with a strong UK presence and a reputation for delivering complex, high-value service solutions across both public and private sectors. Due to continued growth and a strong pipeline of work, they're looking to appoint a commercial pricing specialist to join their established bid and commercial function. This is a key hire for the business, sitting at the heart of the bid team and playing a critical role in shaping commercially competitive, data-driven solutions across soft FM services. The Role As a Commercial Pricing Analyst, you'll take ownership of pricing and financial modelling across a range of bids and tenders, supporting both new business and contract retention opportunities. You'll work closely with bid managers, operational teams and senior stakeholders to build robust, competitive cost models that balance commerciality with deliverability. Key responsibilities include: Leading pricing and financial modelling across soft FM bids Developing bottom-up and top-down cost models Producing P&Ls, cashflows and commercial summaries Identifying risks, opportunities and cost drivers within tenders Supporting bid strategy with data-driven insights and benchmarking Acting as the key commercial interface across operations, procurement and finance Ensuring all pricing submissions are accurate, compliant and commercially competitive What We're Looking For Proven experience in pricing / estimating within Facilities Management Strong exposure to Soft FM services (cleaning, catering, security, waste etc.) Solid financial modelling skills (P&L, cashflow, Excel-based modelling) Experience supporting bids / tenders in a commercial or analytical capacity Strong understanding of different pricing methodologies (bottom-up, top-down) Ability to analyse complex data and translate it into clear commercial strategies Confident stakeholder engagement across operational and commercial teams Why Apply? Work on high-value, complex bids with real commercial impact Join a well-established pricing function with strong leadership Flexible / hybrid working model Clear progression within a growing commercial team Exposure to a broad range of sectors and clients If you're currently working in FM pricing, estimating or commercial analysis and want to step into a more strategic, bid-focused role - this is a strong opportunity to do so. RG Setsquare is acting as an Employment Agency in relation to this vacancy.
May 01, 2026
Full time
Commercial Pricing Manager - Soft FM Hybrid / Home-Based (UK Wide) We're working with a leading facilities management provider with a strong UK presence and a reputation for delivering complex, high-value service solutions across both public and private sectors. Due to continued growth and a strong pipeline of work, they're looking to appoint a commercial pricing specialist to join their established bid and commercial function. This is a key hire for the business, sitting at the heart of the bid team and playing a critical role in shaping commercially competitive, data-driven solutions across soft FM services. The Role As a Commercial Pricing Analyst, you'll take ownership of pricing and financial modelling across a range of bids and tenders, supporting both new business and contract retention opportunities. You'll work closely with bid managers, operational teams and senior stakeholders to build robust, competitive cost models that balance commerciality with deliverability. Key responsibilities include: Leading pricing and financial modelling across soft FM bids Developing bottom-up and top-down cost models Producing P&Ls, cashflows and commercial summaries Identifying risks, opportunities and cost drivers within tenders Supporting bid strategy with data-driven insights and benchmarking Acting as the key commercial interface across operations, procurement and finance Ensuring all pricing submissions are accurate, compliant and commercially competitive What We're Looking For Proven experience in pricing / estimating within Facilities Management Strong exposure to Soft FM services (cleaning, catering, security, waste etc.) Solid financial modelling skills (P&L, cashflow, Excel-based modelling) Experience supporting bids / tenders in a commercial or analytical capacity Strong understanding of different pricing methodologies (bottom-up, top-down) Ability to analyse complex data and translate it into clear commercial strategies Confident stakeholder engagement across operational and commercial teams Why Apply? Work on high-value, complex bids with real commercial impact Join a well-established pricing function with strong leadership Flexible / hybrid working model Clear progression within a growing commercial team Exposure to a broad range of sectors and clients If you're currently working in FM pricing, estimating or commercial analysis and want to step into a more strategic, bid-focused role - this is a strong opportunity to do so. RG Setsquare is acting as an Employment Agency in relation to this vacancy.
Buyer Broughton 12-month Contract - Hybrid 44.00 per hour - Umbrella ARM have an exciting opportunity for a Buyer to join a global leader in aerospace innovation. The Buyer will lead procurement activities within the Engineering Services Procurement Sub-Commodity. The Role: Implementing the procurement strategy defined by the Commodity Procurement Manage procurement projects and call for tenders with multi-divisional scope within the scope of the Building & Construction Team and international scope on demand, including within Building sub-commodity PJRB. Develop and maintain an efficient supply chain capable to deliver goods/services. Ensure that deliverables are in line with the contractual terms (cost, time, quality). Deliver on initiatives contributing to Savings Programmes using the levers of requirements harmonisation/standardization, challenge of the specifications, volume aggregation, and control of the demand. Lead cross-functional project teams within the framework of national and international procurement projects, contribute to the control of the demand, challenge and approve the specifications and run the suppliers selection processes. Requirements: Negotiate, establish and implement national & international frame contracts. Assess suppliers? overall performance and the impact of weak performance Provide rules and process information to Business Operations to ensure correct execution of transactional procurement activities to full customer satisfaction. Participate in the definition of national, trans-national, international and trans-divisional procurement strategies by providing benchmark, costing and ?make or buy? analysis. Contribute to the implementation of new procurement techniques such as e-procurement and e-catalogues, as needed. Disclaimer: This vacancy is being advertised by either Advanced Resource Managers Limited, Advanced Resource Managers IT Limited or Advanced Resource Managers Engineering Limited ("ARM"). ARM is a specialist talent acquisition and management consultancy. We provide technical contingency recruitment and a portfolio of more complex resource solutions. Our specialist recruitment divisions cover the entire technical arena, including some of the most economically and strategically important industries in the UK and the world today. We will never send your CV without your permission. Where the role is marked as Outside IR35 in the advertisement this is subject to receipt of a final Status Determination Statement from the end Client and may be subject to change.
May 01, 2026
Contractor
Buyer Broughton 12-month Contract - Hybrid 44.00 per hour - Umbrella ARM have an exciting opportunity for a Buyer to join a global leader in aerospace innovation. The Buyer will lead procurement activities within the Engineering Services Procurement Sub-Commodity. The Role: Implementing the procurement strategy defined by the Commodity Procurement Manage procurement projects and call for tenders with multi-divisional scope within the scope of the Building & Construction Team and international scope on demand, including within Building sub-commodity PJRB. Develop and maintain an efficient supply chain capable to deliver goods/services. Ensure that deliverables are in line with the contractual terms (cost, time, quality). Deliver on initiatives contributing to Savings Programmes using the levers of requirements harmonisation/standardization, challenge of the specifications, volume aggregation, and control of the demand. Lead cross-functional project teams within the framework of national and international procurement projects, contribute to the control of the demand, challenge and approve the specifications and run the suppliers selection processes. Requirements: Negotiate, establish and implement national & international frame contracts. Assess suppliers? overall performance and the impact of weak performance Provide rules and process information to Business Operations to ensure correct execution of transactional procurement activities to full customer satisfaction. Participate in the definition of national, trans-national, international and trans-divisional procurement strategies by providing benchmark, costing and ?make or buy? analysis. Contribute to the implementation of new procurement techniques such as e-procurement and e-catalogues, as needed. Disclaimer: This vacancy is being advertised by either Advanced Resource Managers Limited, Advanced Resource Managers IT Limited or Advanced Resource Managers Engineering Limited ("ARM"). ARM is a specialist talent acquisition and management consultancy. We provide technical contingency recruitment and a portfolio of more complex resource solutions. Our specialist recruitment divisions cover the entire technical arena, including some of the most economically and strategically important industries in the UK and the world today. We will never send your CV without your permission. Where the role is marked as Outside IR35 in the advertisement this is subject to receipt of a final Status Determination Statement from the end Client and may be subject to change.
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Ideas People Trust We're BDO. An accountancy and business advisory firm, providing the advice and solutions businesses need to navigate today's changing world. Our clients are Britain's economic engine - ambitious, entrepreneurially- spirited and high growth businesses that fuel the economy - and the owners and management teams that lead them. We'll broaden your horizons The Business Services and Outsourcing team are essential to meeting our clients' evolving requirements. As well as delivering long-term, sustainable value to businesses by providing a range of solutions such as accounting, payroll and compliance services, they also play a key role in tying together many of our services across BDO both domestically and internationally. By building deep and meaningful relationships with a range of clients from ambitious entrepreneurial SMEs to large multi-national groups, our BS&O team don't just advise on their specific business challenges, they open doors for other teams to provide our firm's wider service offering. To succeed in this agile environment, you'll need to demonstrate excellent problem-solving skills and initiative. In return, you'll have the opportunity for progression, and the chance to develop in one of the industry's most exciting and varied roles. We'll help you succeed Our clients trust us because of the quality of our advice . That quality grows from a thorough understanding of their business, and that understanding comes from working closely with clients and building long-lasting relationships. You'll be someone who can work pro-actively, managing your own tasks, but you'll also be confident collaborating with others, communicating regularly with senior managers, Directors, and BDO's Partners to enable us to serve our clients effectively . You'll be encouraged to identify and draw attention to opportunities for enhancing our delivery and providing additional services to our clients. Overview BDO's Bristol Service Charge team is a centre of excellence for independent reviews of service charges. We are expecting large growth over the coming years to add to our breadth of existing clients. We require a Manager to help us deliver exceptional client service to our expanding client base. You will have overall responsibility for the delivery of high quality independent reviews of annual service charge expenditure for a specific client. You will manage a dedicated team and supervise the process to ensure that our work is efficient, completed within the KPI's, and our offering is tailor-made to suit the client's needs. You will be a point of escalation both internally & for the client and will confidently deal with difficult situations. You will report into the Director and Partner team, providing and implementing solutions where required. You will be actively involved in business development and should actively seek opportunities to grow the business. You'll be someone with: ACA, ACCA or equivalent qualification with experience working in an accountancy practice or other financial environment Significant Service Charge Accounting experience (residential service charge experience preferred) Previous experience of Social Housing Service Charge Accounting advantageous Experience managing junior staff Requirement of 2 days a week minimum in the office. If based in London, we would also expect you to visit the Bristol office once per month on pre-agreed dates. At BDO, we'll help you achieve your personal goals and career ambitions, and we have programmes, resources, and frameworks that provide clarity and structure around career development. We're in it together Mutual support and respect is one of BDO's core values and we're proud of our distinctive, people-centred culture. From informal success conversations to formal mentoring and coaching, we'll support you at every stage in your career, whatever your personal and professional needs. Our agile working framework helps us stay connected, bringing teams together where and when it counts so they can share ideas and help one another. At BDO, you'll always have access to the people and resources you need to do your best work. We know that collaboration is the key to creating value for the companies we work with and satisfying experiences for our colleagues, so we've invested in state-of-the-art collaboration spaces in our offices. BDO's people represent a wealth of knowledge and expertise, and we'll encourage you to build your network, work alongside others, and share your skills and experiences. With a range of multidisciplinary events and dedicated resources, you'll never stop learning at BDO. We're looking forward to the future At BDO, we help entrepreneurial businesses to succeed, fuelling the UK economy. Our success is powered by our people, which is why we're always finding new ways to invest in you. Across the UK thousands of unique minds continue to come together to help companies we work with to achieve their ambitions We've got a clear purpose, and we're confident in our future, because we're adapting and evolving to build on our strengths, ensuring we continue to find the right combination of global reach, integrity and expertise. We shape the future together with openness and clarity, because we believe in empowering people to think creatively about how we can do things better.
May 01, 2026
Full time
Ideas People Trust We're BDO. An accountancy and business advisory firm, providing the advice and solutions businesses need to navigate today's changing world. Our clients are Britain's economic engine - ambitious, entrepreneurially- spirited and high growth businesses that fuel the economy - and the owners and management teams that lead them. We'll broaden your horizons The Business Services and Outsourcing team are essential to meeting our clients' evolving requirements. As well as delivering long-term, sustainable value to businesses by providing a range of solutions such as accounting, payroll and compliance services, they also play a key role in tying together many of our services across BDO both domestically and internationally. By building deep and meaningful relationships with a range of clients from ambitious entrepreneurial SMEs to large multi-national groups, our BS&O team don't just advise on their specific business challenges, they open doors for other teams to provide our firm's wider service offering. To succeed in this agile environment, you'll need to demonstrate excellent problem-solving skills and initiative. In return, you'll have the opportunity for progression, and the chance to develop in one of the industry's most exciting and varied roles. We'll help you succeed Our clients trust us because of the quality of our advice . That quality grows from a thorough understanding of their business, and that understanding comes from working closely with clients and building long-lasting relationships. You'll be someone who can work pro-actively, managing your own tasks, but you'll also be confident collaborating with others, communicating regularly with senior managers, Directors, and BDO's Partners to enable us to serve our clients effectively . You'll be encouraged to identify and draw attention to opportunities for enhancing our delivery and providing additional services to our clients. Overview BDO's Bristol Service Charge team is a centre of excellence for independent reviews of service charges. We are expecting large growth over the coming years to add to our breadth of existing clients. We require a Manager to help us deliver exceptional client service to our expanding client base. You will have overall responsibility for the delivery of high quality independent reviews of annual service charge expenditure for a specific client. You will manage a dedicated team and supervise the process to ensure that our work is efficient, completed within the KPI's, and our offering is tailor-made to suit the client's needs. You will be a point of escalation both internally & for the client and will confidently deal with difficult situations. You will report into the Director and Partner team, providing and implementing solutions where required. You will be actively involved in business development and should actively seek opportunities to grow the business. You'll be someone with: ACA, ACCA or equivalent qualification with experience working in an accountancy practice or other financial environment Significant Service Charge Accounting experience (residential service charge experience preferred) Previous experience of Social Housing Service Charge Accounting advantageous Experience managing junior staff Requirement of 2 days a week minimum in the office. If based in London, we would also expect you to visit the Bristol office once per month on pre-agreed dates. At BDO, we'll help you achieve your personal goals and career ambitions, and we have programmes, resources, and frameworks that provide clarity and structure around career development. We're in it together Mutual support and respect is one of BDO's core values and we're proud of our distinctive, people-centred culture. From informal success conversations to formal mentoring and coaching, we'll support you at every stage in your career, whatever your personal and professional needs. Our agile working framework helps us stay connected, bringing teams together where and when it counts so they can share ideas and help one another. At BDO, you'll always have access to the people and resources you need to do your best work. We know that collaboration is the key to creating value for the companies we work with and satisfying experiences for our colleagues, so we've invested in state-of-the-art collaboration spaces in our offices. BDO's people represent a wealth of knowledge and expertise, and we'll encourage you to build your network, work alongside others, and share your skills and experiences. With a range of multidisciplinary events and dedicated resources, you'll never stop learning at BDO. We're looking forward to the future At BDO, we help entrepreneurial businesses to succeed, fuelling the UK economy. Our success is powered by our people, which is why we're always finding new ways to invest in you. Across the UK thousands of unique minds continue to come together to help companies we work with to achieve their ambitions We've got a clear purpose, and we're confident in our future, because we're adapting and evolving to build on our strengths, ensuring we continue to find the right combination of global reach, integrity and expertise. We shape the future together with openness and clarity, because we believe in empowering people to think creatively about how we can do things better.
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: Test Equipment Engineer - Hardware (Electrical & Electronic) Location: Portsmouth Broad Oak. We offer a range of hybrid and flexible working arrangements - please speak to your recruiter about the options for this particular role Salary: Up to £52,600 depending on skills and experience Who we are: Join BAE Systems and you'll be part of something bigger. As a valued member of our global colleague network, you'll bring your unique skills and perspectives to help pioneer progress and protect what matters most. You'll be trusted to play your part in delivering the advanced, technology-led defence, aerospace and security solutions of tomorrow, shaping a safer future, for all of us. From the depths of the ocean, to the far reaches of space, there's no limit to where a career at BAE Systems could take you. Job Description: As a Test Equipment Engineer - Hardware, you will provide critical engineering support to the underwater system test equipment used across the UK. You will play a key role in ensuring high levels of equipment availability while also improving, upgrading, and designing new test equipment. This role combines hands on fault diagnosis, hardware design, and in service support, working closely with a highly experienced team of engineers. You will work on unique defence systems that you won't find elsewhere, with real hands on responsibility for test equipment design, fault finding, and in service support. You will be a trusted technical contributor to the wider In Service Support Group, supporting both current operations and future capability. Core Duties: Design, improve, and introduce electrical and electronic test equipment, including upgrades driven by obsolescence and capability improvement Lead and carry out hardware development activities, producing circuit diagrams, wiring schedules, specifications, and supporting design documentation Take technical ownership of selected in service test equipment, ensuring availability, reliability, and safe operation Diagnose and fault find complex , specialist test equipment to component level, often working independently on challenging technical issues Contribute to the design assurance and safety of underwater system test equipment, ensuring compliance with company, national, and international standards Compile, review, and approve engineering designs, changes, tasks, and concessions, and act as a technical representative during off site investigations or trials when required Essential Skills: You will have a qualification in Electrical / Electronic Engineering or a closely related discipline (HNC, HND, or Degree level) You will have proven experience in test equipment or hardware design You will have a strong background in fault finding, repair, and investigation of electronic test equipment You will have the ability to create and interpret circuit diagrams, electrical drawings, and technical documentation The Test Equipment Team: You'll be part of an experienced engineering team of around 10 hardware and software engineers, working on long term programmes, offering stability, technical depth, and clear opportunities to develop your career. You'll be working alongside engineers with deep domain expertise , offering strong opportunities for learning, development, and progression. The team reports the Test Equipment Team Leader who reports into the Engineering Manager. Why BAE Systems? Here you'll build a career with purpose and limitless possibilities. With lifelong learning and meaningful work, this is a place where you can grow your career with confidence and be empowered to be your best. You'll be recognised for your contribution and enjoy rewards tailored to what's most important to you and your family, support for your financial and personal wellbeing, as well as a balanced lifestyle. In an environment embracing sustainable ways of working and with a strong sense of shared purpose, our supportive culture is a place you can feel you belong and proud of the difference you make. A place where everyone can thrive: We're committed to building an inclusive workplace where everyone feels valued and supported. We know that a diversity of backgrounds, perspectives and experiences strengthens our teams and is vital to the work we do. Please be aware that many roles at BAE Systems are subject to both security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation. All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role , to allow for meaningful security vetting checks. Closing Date: 1st May 2026 We reserve the right to close this vacancy early if we receive sufficient applications for the role . Therefore, if you are interested, please submit your application as early as possible.
May 01, 2026
Full time
Job Title: Test Equipment Engineer - Hardware (Electrical & Electronic) Location: Portsmouth Broad Oak. We offer a range of hybrid and flexible working arrangements - please speak to your recruiter about the options for this particular role Salary: Up to £52,600 depending on skills and experience Who we are: Join BAE Systems and you'll be part of something bigger. As a valued member of our global colleague network, you'll bring your unique skills and perspectives to help pioneer progress and protect what matters most. You'll be trusted to play your part in delivering the advanced, technology-led defence, aerospace and security solutions of tomorrow, shaping a safer future, for all of us. From the depths of the ocean, to the far reaches of space, there's no limit to where a career at BAE Systems could take you. Job Description: As a Test Equipment Engineer - Hardware, you will provide critical engineering support to the underwater system test equipment used across the UK. You will play a key role in ensuring high levels of equipment availability while also improving, upgrading, and designing new test equipment. This role combines hands on fault diagnosis, hardware design, and in service support, working closely with a highly experienced team of engineers. You will work on unique defence systems that you won't find elsewhere, with real hands on responsibility for test equipment design, fault finding, and in service support. You will be a trusted technical contributor to the wider In Service Support Group, supporting both current operations and future capability. Core Duties: Design, improve, and introduce electrical and electronic test equipment, including upgrades driven by obsolescence and capability improvement Lead and carry out hardware development activities, producing circuit diagrams, wiring schedules, specifications, and supporting design documentation Take technical ownership of selected in service test equipment, ensuring availability, reliability, and safe operation Diagnose and fault find complex , specialist test equipment to component level, often working independently on challenging technical issues Contribute to the design assurance and safety of underwater system test equipment, ensuring compliance with company, national, and international standards Compile, review, and approve engineering designs, changes, tasks, and concessions, and act as a technical representative during off site investigations or trials when required Essential Skills: You will have a qualification in Electrical / Electronic Engineering or a closely related discipline (HNC, HND, or Degree level) You will have proven experience in test equipment or hardware design You will have a strong background in fault finding, repair, and investigation of electronic test equipment You will have the ability to create and interpret circuit diagrams, electrical drawings, and technical documentation The Test Equipment Team: You'll be part of an experienced engineering team of around 10 hardware and software engineers, working on long term programmes, offering stability, technical depth, and clear opportunities to develop your career. You'll be working alongside engineers with deep domain expertise , offering strong opportunities for learning, development, and progression. The team reports the Test Equipment Team Leader who reports into the Engineering Manager. Why BAE Systems? Here you'll build a career with purpose and limitless possibilities. With lifelong learning and meaningful work, this is a place where you can grow your career with confidence and be empowered to be your best. You'll be recognised for your contribution and enjoy rewards tailored to what's most important to you and your family, support for your financial and personal wellbeing, as well as a balanced lifestyle. In an environment embracing sustainable ways of working and with a strong sense of shared purpose, our supportive culture is a place you can feel you belong and proud of the difference you make. A place where everyone can thrive: We're committed to building an inclusive workplace where everyone feels valued and supported. We know that a diversity of backgrounds, perspectives and experiences strengthens our teams and is vital to the work we do. Please be aware that many roles at BAE Systems are subject to both security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation. All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role , to allow for meaningful security vetting checks. Closing Date: 1st May 2026 We reserve the right to close this vacancy early if we receive sufficient applications for the role . Therefore, if you are interested, please submit your application as early as possible.
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: Test Equipment Engineer - Hardware (Electrical & Electronic) Location: Portsmouth Broad Oak. We offer a range of hybrid and flexible working arrangements - please speak to your recruiter about the options for this particular role Salary: Up to £52,600 depending on skills and experience Who we are: Join BAE Systems and you'll be part of something bigger. As a valued member of our global colleague network, you'll bring your unique skills and perspectives to help pioneer progress and protect what matters most. You'll be trusted to play your part in delivering the advanced, technology-led defence, aerospace and security solutions of tomorrow, shaping a safer future, for all of us. From the depths of the ocean, to the far reaches of space, there's no limit to where a career at BAE Systems could take you. Job Description: As a Test Equipment Engineer - Hardware, you will provide critical engineering support to the underwater system test equipment used across the UK. You will play a key role in ensuring high levels of equipment availability while also improving, upgrading, and designing new test equipment. This role combines hands on fault diagnosis, hardware design, and in service support, working closely with a highly experienced team of engineers. You will work on unique defence systems that you won't find elsewhere, with real hands on responsibility for test equipment design, fault finding, and in service support. You will be a trusted technical contributor to the wider In Service Support Group, supporting both current operations and future capability. Core Duties: Design, improve, and introduce electrical and electronic test equipment, including upgrades driven by obsolescence and capability improvement Lead and carry out hardware development activities, producing circuit diagrams, wiring schedules, specifications, and supporting design documentation Take technical ownership of selected in service test equipment, ensuring availability, reliability, and safe operation Diagnose and fault find complex , specialist test equipment to component level, often working independently on challenging technical issues Contribute to the design assurance and safety of underwater system test equipment, ensuring compliance with company, national, and international standards Compile, review, and approve engineering designs, changes, tasks, and concessions, and act as a technical representative during off site investigations or trials when required Essential Skills: You will have a qualification in Electrical / Electronic Engineering or a closely related discipline (HNC, HND, or Degree level) You will have proven experience in test equipment or hardware design You will have a strong background in fault finding, repair, and investigation of electronic test equipment You will have the ability to create and interpret circuit diagrams, electrical drawings, and technical documentation The Test Equipment Team: You'll be part of an experienced engineering team of around 10 hardware and software engineers, working on long term programmes, offering stability, technical depth, and clear opportunities to develop your career. You'll be working alongside engineers with deep domain expertise , offering strong opportunities for learning, development, and progression. The team reports the Test Equipment Team Leader who reports into the Engineering Manager. Why BAE Systems? Here you'll build a career with purpose and limitless possibilities. With lifelong learning and meaningful work, this is a place where you can grow your career with confidence and be empowered to be your best. You'll be recognised for your contribution and enjoy rewards tailored to what's most important to you and your family, support for your financial and personal wellbeing, as well as a balanced lifestyle. In an environment embracing sustainable ways of working and with a strong sense of shared purpose, our supportive culture is a place you can feel you belong and proud of the difference you make. A place where everyone can thrive: We're committed to building an inclusive workplace where everyone feels valued and supported. We know that a diversity of backgrounds, perspectives and experiences strengthens our teams and is vital to the work we do. Please be aware that many roles at BAE Systems are subject to both security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation. All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role , to allow for meaningful security vetting checks. Closing Date: 1st May 2026 We reserve the right to close this vacancy early if we receive sufficient applications for the role . Therefore, if you are interested, please submit your application as early as possible.
May 01, 2026
Full time
Job Title: Test Equipment Engineer - Hardware (Electrical & Electronic) Location: Portsmouth Broad Oak. We offer a range of hybrid and flexible working arrangements - please speak to your recruiter about the options for this particular role Salary: Up to £52,600 depending on skills and experience Who we are: Join BAE Systems and you'll be part of something bigger. As a valued member of our global colleague network, you'll bring your unique skills and perspectives to help pioneer progress and protect what matters most. You'll be trusted to play your part in delivering the advanced, technology-led defence, aerospace and security solutions of tomorrow, shaping a safer future, for all of us. From the depths of the ocean, to the far reaches of space, there's no limit to where a career at BAE Systems could take you. Job Description: As a Test Equipment Engineer - Hardware, you will provide critical engineering support to the underwater system test equipment used across the UK. You will play a key role in ensuring high levels of equipment availability while also improving, upgrading, and designing new test equipment. This role combines hands on fault diagnosis, hardware design, and in service support, working closely with a highly experienced team of engineers. You will work on unique defence systems that you won't find elsewhere, with real hands on responsibility for test equipment design, fault finding, and in service support. You will be a trusted technical contributor to the wider In Service Support Group, supporting both current operations and future capability. Core Duties: Design, improve, and introduce electrical and electronic test equipment, including upgrades driven by obsolescence and capability improvement Lead and carry out hardware development activities, producing circuit diagrams, wiring schedules, specifications, and supporting design documentation Take technical ownership of selected in service test equipment, ensuring availability, reliability, and safe operation Diagnose and fault find complex , specialist test equipment to component level, often working independently on challenging technical issues Contribute to the design assurance and safety of underwater system test equipment, ensuring compliance with company, national, and international standards Compile, review, and approve engineering designs, changes, tasks, and concessions, and act as a technical representative during off site investigations or trials when required Essential Skills: You will have a qualification in Electrical / Electronic Engineering or a closely related discipline (HNC, HND, or Degree level) You will have proven experience in test equipment or hardware design You will have a strong background in fault finding, repair, and investigation of electronic test equipment You will have the ability to create and interpret circuit diagrams, electrical drawings, and technical documentation The Test Equipment Team: You'll be part of an experienced engineering team of around 10 hardware and software engineers, working on long term programmes, offering stability, technical depth, and clear opportunities to develop your career. You'll be working alongside engineers with deep domain expertise , offering strong opportunities for learning, development, and progression. The team reports the Test Equipment Team Leader who reports into the Engineering Manager. Why BAE Systems? Here you'll build a career with purpose and limitless possibilities. With lifelong learning and meaningful work, this is a place where you can grow your career with confidence and be empowered to be your best. You'll be recognised for your contribution and enjoy rewards tailored to what's most important to you and your family, support for your financial and personal wellbeing, as well as a balanced lifestyle. In an environment embracing sustainable ways of working and with a strong sense of shared purpose, our supportive culture is a place you can feel you belong and proud of the difference you make. A place where everyone can thrive: We're committed to building an inclusive workplace where everyone feels valued and supported. We know that a diversity of backgrounds, perspectives and experiences strengthens our teams and is vital to the work we do. Please be aware that many roles at BAE Systems are subject to both security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation. All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role , to allow for meaningful security vetting checks. Closing Date: 1st May 2026 We reserve the right to close this vacancy early if we receive sufficient applications for the role . Therefore, if you are interested, please submit your application as early as possible.
Who we are GlobalData is a specialist information services business on a mission to help our clients decode the future, make better decisions and reach more customers. Using our unique data, expert analysis and innovative solutions we deliver intelligence on the world s largest industries for companies, government organisations and industry professionals. We began our journey in 2016, by combining a diverse range of specialist information services companies, with decades of trusted customer relationships and deep sector specialisms. Today, we operate as a single company and one fully integrated platform, with more than 3,500 colleagues worldwide, across 20+ industries, delivering value for over 5,000 customers. Why join GlobalData? GlobalData is at a pivotal point in its growth journey. Following multiple acquisitions and having recently received transformational investment we need curious, ambitious, courageous people to support us in achieving our vision of becoming the world s trusted source of strategic industry intelligence. Our big ambitions mean that life at GlobalData is fast paced, entrepreneurial and rewarding. We recognise the collective power of our people, and it s the collaboration of our teams that have shaped our success and will continue to do so in the future. The role In an uncertain and fast-moving world, GlobalData's mission is to help our clients to be more successful and innovative. The world's largest industries use our unique data, expert analysis, and innovative solutions. We thrive on uncertainty which is why recent global events have increased demand for our services, creating exciting new career opportunities within our Customer Success team. Are you motivated to help our clients understand what s going to happen in the future within their business? Are you interested in working in a fast-paced, innovative environment? Are you passionate about team development and motivating to exceptional performance? If so, we want to make you part of GlobalData s success story. As a member of our EMEA Customer Success team, you will work in a growing, energised culture, surrounded by motivated and talented colleagues who support many of the region s top businesses every day. What you ll be doing Using your experience inside of the industry, you would be proactively building relationships with our clients over the phone to ensure they see the full value in our services and are getting the best return on their investment with us. Engage, delight and retain clients by supporting business and individual user challenges. Work cross-functionally with our research teams to answer our client s most pressing questions in a timely way. Lead internal knowledge-sharing initiatives, such as training sessions, documentation, or mentorship programs. Develop an in-depth knowledge of our products and an understanding of what s happening in the industry so that you can drive continuous client engagement. Proactively identify trends in customer needs and partner with Sales Executives and Account Managers to develop an understanding of what the client would like to achieve through our products and identify how we can help them do so. Ensure data integrity by updating records in our CRM system. Be the voice of the customer within our business and provide feedback to all other teams to drive continuous customer success. Begin contributing to thought leadership, such as blog posts, webinars, or industry panels. What we re looking for Bachelor's degree AND/OR 1-3 years work experience in a client support/service role. Goal orientated with a positive attitude towards KPIs and targets. Intellectual curiosity for business, people and culture, and a passion for problem-solving. Looks to learn from others and works well independently and within a team. Excellent oral and written communication skills. Demonstrated ability to meet deadlines and have excellent attention to detail. Well defined prioritisation and organisational skills. Salesforce and Microsoft Office experience preferred. Previous experience in the consumer industry preferred but not required In addition to a rewarding career, we support our GlobalData colleagues with a range of benefits across health, finances, fitness, travel, tech and more. To find out more about the roles and benefits on offer in your region, visit (url removed) GlobalData believes strongly in the value of diversity and creating supportive, inclusive environments where our colleagues can succeed. As such, we are proud to be an Equal Opportunity Employer. GlobalData is determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.
May 01, 2026
Full time
Who we are GlobalData is a specialist information services business on a mission to help our clients decode the future, make better decisions and reach more customers. Using our unique data, expert analysis and innovative solutions we deliver intelligence on the world s largest industries for companies, government organisations and industry professionals. We began our journey in 2016, by combining a diverse range of specialist information services companies, with decades of trusted customer relationships and deep sector specialisms. Today, we operate as a single company and one fully integrated platform, with more than 3,500 colleagues worldwide, across 20+ industries, delivering value for over 5,000 customers. Why join GlobalData? GlobalData is at a pivotal point in its growth journey. Following multiple acquisitions and having recently received transformational investment we need curious, ambitious, courageous people to support us in achieving our vision of becoming the world s trusted source of strategic industry intelligence. Our big ambitions mean that life at GlobalData is fast paced, entrepreneurial and rewarding. We recognise the collective power of our people, and it s the collaboration of our teams that have shaped our success and will continue to do so in the future. The role In an uncertain and fast-moving world, GlobalData's mission is to help our clients to be more successful and innovative. The world's largest industries use our unique data, expert analysis, and innovative solutions. We thrive on uncertainty which is why recent global events have increased demand for our services, creating exciting new career opportunities within our Customer Success team. Are you motivated to help our clients understand what s going to happen in the future within their business? Are you interested in working in a fast-paced, innovative environment? Are you passionate about team development and motivating to exceptional performance? If so, we want to make you part of GlobalData s success story. As a member of our EMEA Customer Success team, you will work in a growing, energised culture, surrounded by motivated and talented colleagues who support many of the region s top businesses every day. What you ll be doing Using your experience inside of the industry, you would be proactively building relationships with our clients over the phone to ensure they see the full value in our services and are getting the best return on their investment with us. Engage, delight and retain clients by supporting business and individual user challenges. Work cross-functionally with our research teams to answer our client s most pressing questions in a timely way. Lead internal knowledge-sharing initiatives, such as training sessions, documentation, or mentorship programs. Develop an in-depth knowledge of our products and an understanding of what s happening in the industry so that you can drive continuous client engagement. Proactively identify trends in customer needs and partner with Sales Executives and Account Managers to develop an understanding of what the client would like to achieve through our products and identify how we can help them do so. Ensure data integrity by updating records in our CRM system. Be the voice of the customer within our business and provide feedback to all other teams to drive continuous customer success. Begin contributing to thought leadership, such as blog posts, webinars, or industry panels. What we re looking for Bachelor's degree AND/OR 1-3 years work experience in a client support/service role. Goal orientated with a positive attitude towards KPIs and targets. Intellectual curiosity for business, people and culture, and a passion for problem-solving. Looks to learn from others and works well independently and within a team. Excellent oral and written communication skills. Demonstrated ability to meet deadlines and have excellent attention to detail. Well defined prioritisation and organisational skills. Salesforce and Microsoft Office experience preferred. Previous experience in the consumer industry preferred but not required In addition to a rewarding career, we support our GlobalData colleagues with a range of benefits across health, finances, fitness, travel, tech and more. To find out more about the roles and benefits on offer in your region, visit (url removed) GlobalData believes strongly in the value of diversity and creating supportive, inclusive environments where our colleagues can succeed. As such, we are proud to be an Equal Opportunity Employer. GlobalData is determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
May 01, 2026
Full time
Job Title: HR Business Partner Department: Human Resources Salary: £32K Travel Required: Yes, if cluster-based Hours: 37.5 hours per week Reports to: Head of HR Business Partnering Location: Hybrid ( min 2 days on site per week if within reasonable travelling distance of TP site ) will consider WAH if candidate not within reasonable travel to TP site Contract Type: Temporary Job Summary / Overview The HR Business Partner is responsible for providing best in class expertise and advice, for all matters of employee relations and HR practice across their business area, ensuring the best possible support and guidance can be delivered. This role is focused on supporting employees, managers and the wider business to achieve the best outcomes, even in challenging situations. They are commercially aware, and can expertly balance their approach between the needs and wellbeing of our employees and the commercial needs of the business. They take a pragmatic view on how to best guide the business through difficult situations, and are a face of calm and professionalism in an ever-changing environment. The HR Business Partner is adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed. The role takes on a comprehensive business partnering approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. It is a critical component of the role to ensure a full understanding of the local and wider business needs is gained, and so the HR Business Partner will take proactive steps to obtain the correct sources of information and translate this into effective HR practice. Key Responsibilities and Accountabilities (may perform other duties as requested not specifically addressed in this document) Responsible for all day-to-day HR activities required to support in local site/business area Works closely with local stakeholders, employees, managers, partner organisations and others in the business unit to fully understand local needs (of the client, line of business, employees, managers, local performance information, etc) and create targeted and specific people support strategies Actively monitors a range of people data and reporting information, (including operational performance, quality, absence, attrition, and engagement levels), analysing trends to ensure any changes in usual performance parameters can be quickly identified, and root causes understood so that solutions can be created or supported Works collaboratively with local stakeholders and key personnel across the team and business to develop strategic HR business plans which serve to improve the working environment for all, whilst maintaining or improvement KPI performance across the range of key people measures Provides a superior level of practical advice, guidance and support to employees and managers across the full spectrum of Employee Relations disciplines including: grievance, disciplinary, absence management, performance management and employee wellbeing and support Ensures advice provided is clear, consistent, and in line with company policy, current employment legislation and best practice approaches Proactively coaches and guides line managers to help them to support their teams and deliver high performance, whilst mitigating potential risks to the employee or business Builds and develops positive and useful relationships with a range of internal and external stakeholders, including but not limited to Assistant Contact Centre Managers, Contact Centre Managers, VPs/Directors of Delivery, Payroll, Workforce Management, Training, Recruitment, and HR Admin Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service Takes steps to keep knowledge up to date of new HR concepts, thought leadership and best practice approaches in HR and employee relations, as well as keeping close to employment & case law updates, developments, risks Continually identifies new opportunities to add value to local and wider business area Tracks and maintains key statistics and information relating to relevant aspects of HR activity, and provides detailed reports and presentations on HR-related performance to manager and relevant stakeholders Supports the HR function as a whole in shaping the People Strategy and delivering it's objectives Collaborates, actively participates, and delivers HR initiatives and projects across the business, sometimes supporting outside of your normal business area Actively participates in any TUPE, restructure, or other major change or consultation programme in your area, and on occasion, in the wider business areas Supports cyclical HR review activities such as Annual Pay Reviews, policy reviews, document reviews, and others as directed Contributes to the development of HR policies, and ensures local management teams are fully educated in
