HR Business Partner / HR Projects EMEA - Manufacturing

HR Business Partner / HR Projects EMEA - Manufacturing

The role has two key pillars -

• 30%-40% - act as dedicated HRBP to Central Functions
• 60%-70% - lead on Group-wide HR and transformation projects across 6 EMEA Operations sites. (These 6 sites have their own onsite HR teams).

Business Context / Growth Plans

This is a newly created role sitting within the global HR team and reporting directly to the Global Head of HR for Manufacturing/Supply.

The role has been created as a result of business growth, increasing transformation activity and the need for a trusted senior HR partner to support across EMEA Operations sites and Central Functions. It is seen as a key position within the business with potential succession opportunities longer term.

The role combines operational HR business partnering with significant group-wide transformation and HR project work.

It is not a traditional site-based HRBP position - it offers broad exposure across Central Functions, manufacturing, supply chain, engineering and international operations.

The business is undergoing substantial growth and transformation, aiming to double in size over the next seven years. Significant international expansion is planned, including a new manufacturing site in India.

The organisation is moving from a decentralised structure towards a more standardised and centralised global operating model.

Working Environment

• Global matrix organisation.
• High stakeholder interaction.
• Significant influencing.
• Cross-functional project delivery.

Role Split:

30-40% - HR Business Partnering to Central Functions:

• Act as HR partner to Central Function leaders.
• Manage complex ER matters.
• Support performance management processes.
• Coach managers on people issues.
• Org Design.
• Support restructuring and organisational change.
• Facilitate talent discussions and succession planning.
• Build strong stakeholder relationships.

60%-70% - Group HR Transformation & Project Work for 6 x EMEA Operations Sites:

• Lead EMEA-wide HR initiatives.
• Introduce greater consistency across sites.
• HR operating model development.
• Embed new ways of working.
• Support legal and consultation processes.
• Roll out new frameworks and governance structures.
• Provide post-implementation support and change adoption activity.
• Job architecture programme.
• Grading framework creation.
• Reward framework design.
• Compensation framework development.
• Bonus harmonisation.
• Pay-for-performance implementation.
• Policy alignment.

Key Selling Points

• Opportunity to become a trusted number two to a senior HR leader.
• Significant visibility across EMEA operations.
• Broad strategic and operational exposure.
• Ability to shape the future HR operating model.
• Opportunity to build frameworks from the ground up.
• Large-scale transformation experience.
• Potential successor-level role over time.

Location & Travel

• South of England base preferred.
• Predominantly remote/home-based role, with some travel to UK sites.
• Occasional travel within EMEA as projects require.