HR Business Partner

at  William Jackson Food Group

JOB SUMMARY:

The HR Business Partner will play a critical role in aligning HR strategies with business objectives, focusing on talent acquisition, development, and retention within the organisation. Working closely with department heads and leaders, this role will support and guide all levels of employees, ensuring they have the resources and support needed to succeed. This position combines strategic HR planning with hands-on implementation and is crucial for fostering a positive, productive, and engaged workforce.

THOSE WHO KNOW YOU WOULD DESCRIBE YOU AS:

• Empathetic and a good listener
• Excellent communication skills
• Organised and thorough
• Resilient and objective
• Logical thinker
• Trusted confidante and pragmatic in nature
• A Devils Advocate.
• Astute and able to read situations.
• Knowledgeable.
• A Straight talker, yet fair minded.
• Empathetic and unbiased.

QUALIFICATIONS AND EXPERIENCE:

• CIPD qualified or proven years of HR experience, preferably in a manufacturing or FMCG environment.
• Proven track record in talent management, employee development, and succession planning.
• Strong knowledge of employment laws and regulations, particularly in the food manufacturing or similar industries.
• Excellent interpersonal and communication skills with the ability to build relationships at all levels of the organization.
• Proficiency in HR systems and technology, with strong data analysis and reporting skills.
• Ability to work in a fast-paced environment and manage multiple priorities with a high level of accuracy and attention to detail.
• Experience of talent acquisition, developing an EVP & candidate management.
  Thanks for reading our job advert. We do our very best to bring to life what it’s like working as part of our team. Diverse teams really are the best teams. We want everyone to feel they can be themselves at work and develop their talents to the full. All colleagues are expected to take personal responsibility for keeping our workplace free from discrimination, harassment, and bullying - a place where everyone is treated fairly and respectfully. We also know that sometimes some candidates may be put off applying for a job unless they think they can tick every box. If you are really excited about working with us and think you can do much of what we are looking for but aren’t sure if you are 100% there yet… go on… why not give it a whirl? Good luck!

KEY RESPONSIBILITIES:

• Advice & Guidance
• Provide advice and support to management and employees.
• Develop, review and evaluate HR policies maintaining awareness of current employment legislation, ensuring all procedures are in line with union agreements.
• Continual process review and improvement of the HR function and its processes.
• Support and manage the work of direct reports.
• Act as a trusted advisor to management and employees, providing strategic HR support and guidance on workforce planning, talent management, and organizational development.
• Collaborate with leadership to align HR initiatives with business goals, driving a culture of performance, growth, and collaboration.
• Lead change management initiatives to support business transformation and ensure effective communication throughout the organization.
• Lead the full cycle of recruitment processes, from creating job descriptions, job posting to onboarding, ensuring the selection of top talent that aligns with company values and growth objectives.
• Develop and implement talent management programs, including succession planning, career development paths, and performance management systems.
• Collaborate with hiring managers to understand staffing needs and provide guidance on market trends and best practices.
• Make sure management carry out probationary reviews in line with agreed policy and provide management with current evaluations.
• Design and execute training and development programs to build skills, enhance employee engagement, and promote a culture of continuous learning.
• Oversee employee engagement initiatives, such as surveys and feedback sessions, ensuring actionable insights are integrated into HR and business strategies.
• Promote equity, diversity and inclusion (ED&I) initiatives to create a supportive and respectful work environment.
• Manage complex ER case load across the business, day-to-day HR operations, including employee relations, policy implementation, performance management, and compliance with labour laws and regulations.
• Ensure HR policies and procedures are effectively communicated and adhered to and provide recommendations for improvement as needed.
• Handle employee relations issues, conducting investigations, grievances and disciplinaries. Providing guidance to managers and resolving conflicts in a fair, consistent, and confidential manner, and support in complex employee relations matters, note-take and advise in disciplinary/grievance and attendance meetings, providing guidance and ensuring a consistent approach across the business.
• Investigate trends in absence / ER issues and produce statistics liaising with the Occupational Health Nurse.
• Responsible for the absence attendance management process, generating reports, identifying/investigating trends and producing statistics in partnership with Occupational Health to effectively manage both short- and long-term absence within your partnered functions. Lead on ill health case reviews and supporting colleagues on LTS.
• Monitor and analyse HR metrics, providing insights and recommendations to management to improve employee satisfaction and operational efficiency.
• Prepare and present regular reports on talent management, retention, and workforce trends to senior leadership.
• Utilise HR systems and technology to streamline HR processes and enhance employee experience.
• Formulation and typing of all correspondence, reports, minutes, emails as necessary, working to deadlines as appropriate.
• Co-ordinate new starter induction programmes accordingly.
• Talent Acquisition & Management
• Lead the full cycle of recruitment processes, from creating job descriptions, job posting to onboarding, ensuring the selection of top talent that aligns with company values and growth objectives.
• Develop and implement talent management programs, including succession planning, career development paths, and performance management systems.
• Collaborate with hiring managers to understand staffing needs and provide guidance on market trends and best practices.
• Make sure management carry out probationary reviews in line with agreed policy and provide management with current evaluations.
• Employee Development & Engagement
• Design and execute training and development programs to build skills, enhance employee engagement, and promote a culture of continuous learning.
• Oversee employee engagement initiatives, such as surveys and feedback sessions, ensuring actionable insights are integrated into HR and business strategies.
• Promote equity, diversity and inclusion (ED&I) initiatives to create a supportive and respectful work environment.
• Employee Relations
• Manage complex ER case load across the business, day-to-day HR operations, including employee relations, policy implementation, performance management, and compliance with labour laws and regulations.
• Ensure HR policies and procedures are effectively communicated and adhered to and provide recommendations for improvement as needed.
• Handle employee relations issues, conducting investigations, grievances and disciplinaries. Providing guidance to managers and resolving conflicts in a fair, consistent, and confidential manner, and support in complex employee relations matters, note-take and advise in disciplinary/grievance and attendance meetings, providing guidance and ensuring a consistent approach across the business.
• Investigate trends in absence / ER issues and produce statistics liaising with the Occupational Health Nurse.
• Responsible for the absence attendance management process, generating reports, identifying/investigating trends and producing statistics in partnership with Occupational Health to effectively manage both short- and long-term absence within your partnered functions. Lead on ill health case reviews and supporting colleagues on LTS.
• Data & Reporting
• Monitor and analyse HR metrics, providing insights and recommendations to management to improve employee satisfaction and operational efficiency.
• Prepare and present regular reports on talent management, retention, and workforce trends to senior leadership.
• Utilise HR systems and technology to streamline HR processes and enhance employee experience.
• Formulation and typing of all correspondence, reports, minutes, emails as necessary, working to deadlines as appropriate.
• Co-ordinate new starter induction programmes accordingly.

OTHER RESPONSIBILITIES:

• Partner with business leaders to provide advice and support on all people matters.
• Support operational and Head office change management projects, including restructures and redundancy scenarios.
• Managing and overseeing the recruitment process, supporting in interviews where appropriate whilst maintaining effective cost control.
• Develop, review and analyse policies and procedures, ensuring compliance with employment legislative changes and local union agreements.
• GDPR lead for the business ensuring compliance across the board.
• Support development and delivery of business wide EDI programme.
• Conduct annual agency audits, playing a key role in the agency relationship and ensuring the effective provision of temporary staff.
• Support site audit activities.
• Support the L&D Manager the work experience programme.
• Any other duties relevant to the role.

You will live and breathe our 5 business values in everything that you do. You will inspire our colleagues to demonstrate our values in their everyday working lives, and you will challenge any behaviours that you feel contravene our values.

• Passion - Since 1851, we’ve been passionate about ensuring that every loaf we make is baked to perfection. We’re passionate about our bread and about Jacksons, and we take responsibility and try our hardest every day.
• Ambition - We never lose sight of our history but understand we need to be bold and ambitious to be successful in the future. We’re not afraid of trying new things, and we quickly learn from our mistakes.
• Care - We look after each other. We’re friendly and welcoming - everyone feels a part of the team. Together with our shareholders, we care about our business and our future, we are frugal and spend wisely. Our local communities matter too, and we play our part in making them a better place to live.
• Grounded - We create the best bread, deliver great service and celebrate our team’s success. We are exceptionally proud of what we do but never arrogant. Down to earth is how you’ll find us.
• Expert - We strive to be the best at what we do, from baking great bread, to delivering great service. We use our expertise every day and play our part in improving our business. We know our stuff but we’re always learning, and we make sure we learn together