HR Business Partner (HRBP)

HR Business Partner (HRBP)

Primary Responsibilities

  • Demonstrate and promote the values of the business at all times, being a champion of the Company’s culture.
  • Provide credible and pragmatic HR advice and support to managers in relation to HR policies and procedures, absence and health issues, maternity, flexible working, conduct and capability, grievance and disciplinary issues and a broad range of employee relations matters. 
  • Work with senior managers in a collaborative way ensuring that legislation, policy and best practice are applied fairly and consistently across the Company.
  • Effectively manage casework relating to disciplinaries, absence, performance management and grievances including coaching and supporting managers, monitoring monthly stats and trigger points, recommending action, coordinating third party’s (i.e. Occupational Health), completing all required paperwork and working with the Unions as appropriate.
  • Manage the employee life cycle from coordinating recruitment and selection processes, to onboarding new employees (ensuring contracts, licenses and all supporting documentation is completed), to reviewing probationary periods, supporting the management of ongoing performance and welfare needs and overseeing the employees exit.
  • Control recruitment and selection processes, including the development of job descriptions, the job evaluation process and the selection processes. Ensure that current legislation regarding equal opportunities is met.
  • Utilise the HR system to log, track and report on recruitment activity and keep up to date employee records throughout their employment.
  • Collate and coordinate monthly payroll processing (via a payroll bureau) accurately and on time; responding to queries and providing advice to employees and managers relating to reward, remuneration and employee benefits and ensuring relevant administration (letters/forms) is complete. 
  • Maintain the HR system, running and analysing regular statistical reports (e.g. sickness, turnover) taking the necessary actions and working with the relevant manager to resolve any issues highlighted and improve trends.
  • Ensure critical annual and monthly cycle HR processes are executed to time e.g. payroll deadlines, performance management plans, appraisal process etc.
  • Develop, co-ordinate and deliver staff training as and when required.
  • Support in the delivery of HR elements of organisational change activities (e.g. restructures, TUPE transfers.)
  • Keep up to date on employment law and best practice guidance; updating, developing and implementing HR policies and procedures as appropriate.
  • Coach and influence managers from a people perspective, developing their people management / leadership skills and constructively challenging inappropriate behaviors / actions.
  • Develop and maintain productive and collaborative relationships with employees, trade unions, managers, suppliers and other third parties demonstrating professional credibility always.
  • Providing an excellent, customer focused and proactive HR service; investigating, responding to and progressing issues and queries to a successful conclusion at the earliest time.
  • Support the Head of HR to develop the People strategy and adopt a flexible and proactive approach to support its delivery.
  • To keep filing up-to-date and ensure that all HR files are kept in a consistent manner.
  • To ensure the highest level of confidentiality at all times.
  • Ensure that all services and activities are provided in accordance with current legislation and Company process and policy.
  • Continually look for, and suggest, ways we can improve the service we provide to the wider business.
  • Actively promote ANS to internal and external customers, carrying out all duties in an efficient, professional and courteous manner.
  • Any other reasonable duties as requested by the Department Manger or Managing Director in their absence.

Personal Specification

Qualifications and Training

=    Level 7 CIPD qualified (or working towards with demonstratable and practical workplace experience).


=   Experience of working at Business Partner level in a busy HR department that provides a proactive and value-added service to the business.

=   Ideally, experience of working in growing SME’s and establishing HR processes and practices.

=   Working in a Unionised environment would be an advantage.

Competencies and Attitude

=         Excellent interpersonal skills, sensitive to the concerns and reactions to others, ability to easily communicate with people of all levels and backgrounds.

=         Ability to proactively develop long term relationships based on mutual trust and confidence.

=         Computer literacy with a good working knowledge of Word, Excel, Outlook and HR systems.

=         Good time management skills with ability to prioritise workload and multi-task.

=       A passion for providing a service to customers.

=       Ability to use initiative, work autonomously and perform under pressure; takes ownership.

=         Confident with ability to influencing and persuading customers.

=       Personal integrity and professionalism.

=       Flexible and change-oriented with positive outlook and ability to engage others.

Internal Relationships

= All staff and managers.

= Close working relationship with all senior managers and trade union reps.

= DFS Group.

External Relationships

= Payroll Bureau and Benefit Providers.

= Occupational Health providers.

= CAA (licenses) and training providers.


This job description reflects the main functions of the role but from time to time the company may assign or reassign duties and responsibilities to meet the needs of the business.