HR Business Partner

The Global Supply Chain HR Business Partner is responsible for aligning business objectives with employees and management at our Sheffield manufacturing site. In this role you will work as a consultant to management on human resource-related issues, acting as an employee champion and change agent. Working closely with the Senior HR Manager and Employee Relations Manager to deliver value-added service to management and employees that reflects the business objectives of the organization.

Location: Sheffield, 5 days a week onsite

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• Experience in an HR Generalist or HR Business Partner role, ideally within a manufacturing or trade union environment.
• Strong knowledge of HR practices across recruitment, performance management, talent development, employee engagement, and employee relations.
• Proven ability to build trusted relationships and provide practical, data-driven HR guidance to managers.
• Excellent communication and stakeholder management skills, with the ability to influence at all levels of the organization and excel in an matrix organisation.
• Strong organizational skills, with the ability to manage multiple priorities in a fast-paced environment.
• Proficient in Microsoft Office applications, particularly Excel, Word, and PowerPoint.
• Please note this role is onsite 5 days a week

What we Offer:

• The established salary range for this position is £50,000 - £60,000

• Company bonus plan

• Company contributed pension

• Private medical insurance

• Work-Life Balance: We value your personal time and well-being. 

• Career Opportunities:Grow within a truly international business. 

• Ongoing Training and Support:Continuous learning and development opportunities.

Pay Transparency

The salary range shown refers to base salary only. In addition to this, we offer a broader total reward package which may include bonus or incentive pay, relevant allowances, and a range of competitive benefits. We encourage candidates to consider the full package when evaluating an offer. 

Salary is determined using a structured and objective framework, taking into account the role’s responsibilities, required skills and experience, market benchmarks, and internal equity. This ensures pay decisions are fair, consistent, and aligned with our commitment to equal pay and legal compliance.

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KPI

• Drive accountability by setting clear objectives and track progress across all HR initiatives.

• Use data to inform decisions, identify trends in recruitment, retention, engagement and performance to guide strategic actions.

Recruitment & Onboarding

• Manage the end-to-end recruitment process, including job postings, candidate screening, interviews, and selection for blue collar positions.

• Support Managers in drafting the job description and participate to the recruitment process for white collars positions.

• Coordinate onboarding activities to ensure new hires are effectively integrated into the organization. 

Performance Management

• Support the performance appraisal process, including goal setting, mid-year reviews, and annual evaluations by monitoring progress and tracking completion in the system.

• Provide coaching and feedback to managers and employees supported to improve performance and development.

Learning & Development

• Identify training needs and coordinate training programs to enhance employee skills and capabilities.

• Stay updated on changes in employment laws and regulations and ensure timely implementation of necessary changes.

Engagement & Morale

• Support the implementation of engagement surveys.

Change Management

• Lead and support change management initiatives within the locations supported.

Time & Attendance and Payroll Coordination

• Monitor and validate time and attendance data to ensure accuracy and compliance with local labor laws and internal policies.

• Act as a local point of contact for timekeeping issues, coordinating with managers and employees to resolve discrepancies.

Coordination & Communication

• Support the organization of HR-related events, training sessions, and employee communications.

• Respond to employee inquiries regarding HR policies, procedures, and documentation, escalating to HRSS or ER Manager as appropriate.

Employer Branding

• Partner with Talent Acquisition to promote the company as employer of choice

• Support local employer branding campaigns, job fairs, and community engagement events