OverviewSenior HR Business Partner to join the People and Culture team. This is a full-time contract role based in Cranfield, initially for 6 to 9 months. Full-time / Contract details: Competitive. Ref No: IPRS7307.

Responsibilities

Operate in a client-facing, HR generalist role providing leadership, advice and guidance on a wide range of HR issues to a broad range of stakeholders.

Manage complex ER case work, including settlement discussions, ACAS conciliation and balancing risks in considering appropriate steps.

Work across all HR disciplines at a Manager or Business Partner level with senior managers and directors.

Translate the People strategy into operational action and delivery, supporting culture change toward a more commercially focused and high-performance organisation.

Use data and KPIs to drive decision making and support management development through coaching, formal training delivery and guidance.

Qualifications

MCIPD or equivalent experience; educated to degree level.

Line management experience.

Experience delivering training sessions or workshops to managers on HR processes.

Significant knowledge of employment law and HR best practice; ability to stay ahead of forthcoming changes affecting HR.

Experience working with data and reporting; comfortable with tech-enabled approaches (e.g., use of AI).

Strong relationship and influencing skills across all levels; high emotional intelligence.

Ability to operate in a complex organisation and manage multiple stakeholders’ expectations.

Innovative, strategic thinker and proactive problem solver; commercially aware and business-focused.

IT literate and data savvy; able to analyse and assess challenges and opportunities.

ApplicationDue to the large number of responses, it is not always possible to respond to every application immediately. If your skills and experience match this role or any other vacancy we may have, we will normally contact you within 72 hours of receiving your application. If you wish to apply for further roles, please do so.

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