The Associate Business Partner plays a pivotal role in aligning operational efficiency with strategic HR objectives, ensuring the organisation attracts and retains top talent while fostering a high-performing, employee-centric culture.
While the core of the role is strategic business partnering—working closely with business leaders and stakeholders to align human resources strategies with organisational goals—the operational needs of the business require the role to encompass essential HR functions, such as talent acquisition and payroll execution. Consequently, the key deliverables are divided into two primary streams:
Key Deliverables
- Strategic HR Focus:
Collaborate with senior leaders to align HR strategies with organisational goals. Drive employee relations, talent management, and organisational development initiatives, focusing on enhancing managerial capability and fostering equal opportunities. Lead efforts to develop and deliver HR tools, such as playbooks, policies, and feedback mechanisms, that empower managers and enhance the employee experience. - Operational Focus:
Ensure seamless execution of recruitment processes, payroll, HR systems management, and vendor agreements. Oversee the compilation and organisation of HR policies, ensuring they are accessible, relevant, and up-to-date. Develop tools and systems to monitor feedback and identify areas for continuous improvement.
The post-holder must effectively balance these dual responsibilities, prioritise tasks, and deliver outcomes that meet both strategic and operational needs until the operational focus can be transitioned back to an HR Coordinator.
Requirements
Strategic HR Responsibilities
- HR Support and Policy Implementation:
- Partner with management to implement corporate HR policies and programmes.
- Address the root causes of HR issues and resolve employee relations challenges using proactive, systematic approaches.
- Employee Relations and Organisational Development:
- Serve as a trusted advisor to employees and managers, providing guidance on employee relations and workplace performance.
- Play a key role in talent management and succession planning initiatives within the organisation.
- Lead initiatives that enhance managers’ capabilities through structured feedback mechanisms and targeted development programmes.
- HR Programmes and Initiatives:
- Contribute to company-wide HR initiatives, including salary reviews, workforce planning, and organisational change efforts.
- Support senior leadership in developing solutions that align with organisational strategy and culture.
- Oversee the development of manager playbooks, ensuring they address critical business areas and are aligned with HR goals.
- Data-Driven HR Strategy:
- Leverage HR analytics to identify workforce trends and predict future needs.
- Develop and present regular reports to senior management on HR metrics, workforce planning, and risk mitigation.
Operational HR Responsibilities
- Talent Acquisition:
- Manage end-to-end recruitment processes, including sourcing, interviewing, and onboarding, while enhancing the employee experience.
- Collaborate with hiring managers to understand hiring needs and deliver timely, high-quality recruitment outcomes.
- Oversee and maintain agreements with recruitment agencies, ensuring compliance, alignment with organisational goals, and cost efficiency.
- HR Administration and Systems Management:
- Oversee the administration of employee records, contracts, and compliance with legal and organisational standards.
- Manage HRIS systems (e.g., Workable, BambooHR) to ensure data accuracy, user support, and process optimisation.
- Streamline and integrate systems to achieve interoperability and enhance overall efficiency.
- Deliver induction programmes to integrate new hires smoothly into the organisation.
- Payroll Administration:
- Ensure accurate and timely payroll processing in compliance with company policies and legal regulations.
- Partner with payroll vendors to troubleshoot issues and enhance payroll systems.
- Training and Development:
- Align training programmes with organisational objectives to enhance employee skills and growth.
- Develop and manage the Apprenticeship Levy Programme, linking personal development plans to strategic organisational goals.
- Support managers in identifying training needs and implementing development plans.
- Vendor and Recruitment Agency Agreements:
- Manage relationships with external vendors and recruitment agencies, negotiating terms to ensure value delivery.
- Regularly review and renew contracts with a focus on compliance, cost-effectiveness, and strategic alignment.
Key Skills and Competencies
- Expertise in talent acquisition, including managing recruitment agency relationships and agreements.
- Strong proficiency in HR operations, including payroll and systems administration.
- Effective vendor and contract management skills to ensure cost efficiency and strategic alignment.
- Coaching and influencing skills to effectively support employees and managers.
- Analytical and problem-solving abilities to address complex HR challenges.
- Strong facilitation, communication, and process development capabilities.
Benefits
- Competitive Salary
- Contributory Pension Scheme
- 25 days Annual Leave + Public Holidays
- Cycle-to-Work Scheme (Salary Sacrifice)
- Car Scheme (Salary Sacrifice)
- Free On-Site Gym
- Employee Assistance Programme
- Discounts Platform
