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

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.

• Collaborate with Managers to define and monitor people-related KPIs that support business goals.

• Report regularly on key HR metrics (GBMS) and translate them into actionable insights for local leadership teams.

Recruitment & Onboarding

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

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

• Track blue collars recruitment progress and maintain local recruitment dashboards or trackers.

• Coordinate onboarding activities to ensure new hires are effectively integrated into the organization. Support onboarding and offboarding processes by coordinating local documentation, system access, and checklists, complementing HRSS activities.

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.

• Ensure implementation of the Talent Management strategy leading calibration meetings and talent reviews meeting locally. Coach and develop Managers supported to effectively identify, nurture, and retain top talent, fostering a culture of continuous improvement and high performance.

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.

• Support the organization and logistics of training sessions, including invitations, attendance tracking, and feedback collection.

Engagement & Morale

• Support the implementation of engagement surveys conducted by Corporate.

• Analyze survey results and develop localized action plans to address identified issues. Develop and implement programs and initiatives to boost employee morale and engagement.

• Organize events, activities, and recognition programs to enhance employee satisfaction. Monitor employee morale and take proactive steps to address any issues.

Change Management

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

• Provide guidance and support to managers and employees during periods of organizational change.

Time & Attendance and Payroll Coordination

• Monitor and validate time and attendance data to ensure accuracy and compliance with local labor laws and internal policies when not covered by SBS department.

• Act as a local point of contact for timekeeping issues, coordinating with managers and employees to resolve discrepancies when not covered by SBS department.

• When global payroll is implemented: Collaborate with the centralized or local payroll team to ensure timely and accurate submission of local data, including variable pay, absences, and contract changes.

Coordination & Communication

• Act as a liaison between local sites and the central HR team to ensure consistent communication and process alignment.

• 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

• Act as a local ambassador of the Company’s values and culture

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

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

• Bachelor's degree in Human Resources, Business Administration, or a related field or equivalent through experience.

• Minimum of 3 years of experience in HR, with a focus on business partnering.

• Strong interpersonal and communication skills, strategic thinking, and knowledge of HR best practices.

JOB COMPLEXITY FRAMEWORK:

• Complexity: Manages a variety of operational and tactical HR matters within defined locations. Handles recruitment, learning, performance and engagement topics that require coordination with regional teams.

• Communication: Communicates clearly and empathetically with Employees and Managers at all levels within scope. Translates Corporate or Region HR strategies into local actions and ensures consistent messaging across locations.

• Supervision: Provides day-to-day HR support and coaching to Managers, ensuring compliance and consistency in HR Practices.

• Influencing Skills: Build trust-based relationships with local leadership and Employees. Influences decision-making by providing data-driven insights and practical HR advice tailored to the local context.

• Freedom to Act: Operates with high degree of autonomy in managing local HR operations. Responsible for implementing HR initiatives and ensuring alignment with both local needs and corporate policies.

TECHNICAL/SKILL REQUIREMENTS:

• Microsoft tools: Proficiency in Microsoft Office Suite, including Excel for data analysis and reporting, PowerPoint, and Word, for various business applications.

• Communication: Excellent verbal and written communication skills. Ability to communicate information clearly and persuasively to various stakeholders.

• Adaptability: Ability to work in a fast-paced environment and manage multiple priorities.

• Collaboration: Strong collaboration skills to work effectively with the Senior HR Manager and Employee Relations Manager.

• Customer focus: Provides high-quality HR services that meet the needs of the business.

What we Offer:

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

• Company bonus plan

• Private medical insurance

• Company pension

• 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.

This vacancy is advertised exclusively for internal candidates, with a closing date of Friday 6th November.

Interview dates: Proposed for week commencing 9th November. Successful candidates will be notified in advance, allowing time to prepare.

***Please be aware that you can apply for any internal job offer after minimum one year in current role having previously informed your manager.

Please read the guidelines before handing in your application

All internal employees when applying for a role are required to upload their updated and their last 2 appraisals (which can be retrieved from HR Cloud).***

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.

As part of our commitment to fairness and transparency, we are now sharing the salary ranges that underpin our existing pay framework. These ranges have been in place for some time and are used to guide consistent, objective pay decisions based on factors such as role scope, skills, experience, and external market data. Employees may be positioned at different points within a range based on factors including experience, performance, and tenure in role. We encourage open conversations with managers to better understand individual positioning and development opportunities.