Job Description:

I have partnered with a leading organisation for a Interim HR Business Partner for a 12 month FTC based in Burton on Trent. This is a genuine strategic and operational business partnering role and not simply an advisory position. This position will be 2-3 days onsite, with some travel.

You'll work closely with senior operational leaders, acting as a trusted HR partner who can challenge, influence and translate business priorities into meaningful people solutions. You'll have real ownership of the people agenda for your business area, balancing strategic thinking with strong hands-on HR expertise.

Interim HR Business Partner Key Responsibilities:

• Own and deliver the people agenda for a defined business area, partnering closely with senior operational leaders.
• Build trusted relationships with senior stakeholders, providing constructive challenge and commercially focused HR advice.
• Translate business and operational priorities into effective people plans and HR solutions.
• Provide expert guidance on UK employment law and complex employee relations, including sensitive and higher risk cases.
• Support and lead significant organisational change, including restructuring, redundancy, TUPE, acquisitions and integration.
• Use workforce data, people metrics and commercial insight to identify risks, trends and opportunities and influence senior decision-making.
• Lead or contribute to workforce planning, talent management, succession planning and organisational capability.
• Coach and develop managers, helping to build leadership capability and confidence across the business.
• Provide guidance, coaching and professional oversight to HR Advisers and other HR colleagues where required.
• Work collaboratively with the wider HR team to ensure a consistent, commercially focused and high quality HR service.

Interim HR Business Partner Key Responsibilities::

• Experienced HR generalist and business partnering experience, ideally within a complex or mufti-site organisation.
• Proven experience partnering with and influencing senior operational leaders.
• Strong practical knowledge of UK employment law and complex ER.
• Experience delivering people strategies and plans aligned to commercial and operational objectives.
• Proven experience supporting organisational change, including restructures, redundancies, TUPE, acquisitions or integrations.
• Strong commercial awareness and the ability to use people data and workforce insight to drive decisions.
• Experience across workforce planning, talent, succession and organisational development/capability.
• The ability to coach, influence and develop managers and HR colleagues.
• A pragmatic, commercially minded and solutions-focused approach.

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