HR Business Partner

at  Acuity Care Group

QUALIFICATIONS AND EXPERIENCE

• Proven experience as an HR Business Partner or in a similar HR role, ideally within the healthcare or social care sector.
• Strong knowledge of UK employment law and HR best practices.
• Experience in employee relations, talent management, and change management.
• Excellent interpersonal and communication skills, with the ability to build strong relationships at all levels.
• Strategic mindset with a hands-on approach to problem-solving.
• CIPD qualification (Level 7 or above) or equivalent experience.
• Flexibility to travel to different locations as required.
• Experience in the care sector is desirable
• Willingness to commit to professional development and advancement.

ROLE OVERVIEW

As a HR Business Partner at Acuity Care Group, you will play a pivotal role in supporting our business units—Bespoke Health & Social Care, Team Brain Injury Support, and Learning Disabilities & Autism. You will partner with senior leaders and managers across these units to drive strategic HR initiatives, foster a positive work environment, and ensure the effective implementation of HR policies and practices that align with our company values and objectives.

KEY RESPONSIBILITIES

• Collaborate with business unit leaders to understand their goals and challenges, providing HR insights and solutions that support operational objectives.
• Develop and implement HR strategies that align with the overall business strategy of Acuity Care Group.
• Support organisational design and workforce planning initiatives to ensure the business is equipped to meet current and future demands.
• Provide expert advice and guidance on complex employee relations issues, ensuring fair and consistent application of policies and procedures.
• Manage and resolve employee grievances, disciplinary actions, and other workplace conflicts, maintaining a positive work environment.
• Support and guide business units through organisational change, ensuring smooth transitions and minimal disruption to operations.
• Communicate effectively with employees at all levels during times of change, providing clarity and reassurance.
• Ensure compliance with employment laws and regulations, as well as internal policies and procedures.
• Stay updated on HR trends and best practices, integrating them into the business units where appropriate.
• Oversee HR metrics and reporting, using data to drive informed decision-making.