HR Business Partner

First Response Group is not just a workplace. It is a vibrant community where passion fuels our excellence, integrity guides our conduct, empowerment shapes our successes, and a sense of community binds us together. We are pioneers in our field, and we seek to inspire every person to reach their maximum potential. The HR Business Partner (HRBP) is a strategic role designed to work closely with leadership/management teams and business units to align HR strategies with business goals. The HRBP acts as a trusted advisor, providing guidance on people-related matters, including talent management, organisational development, employee relations, and performance management. The role requires both strategic thinking and hands-on execution, ensuring HR initiatives drive business outcomes and foster a positive workplace culture. This is primarily a remote based role, with regular travel required across the business for stakeholder meetings, site visits, and key HR initiatives. Travel is expected approximately 1 to 2 days per week, and a company car will be provided to support business travel requirements. First Response Group is committed to encouraging equality, diversity and inclusion across our workforce and eliminating unlawful discrimination. We are a Living Wage Foundation Recognised Service Provider, accredited to the Inclusive Employers Standard, a Disability Confident Committed employer and a signatory of the Armed Forces Covenant. About the RoleHR Planning Collaborate and support the Group HR Director to understand business objectives and translate them into effective HR strategies and initiatives. Partner with management to develop action plans to address talent gaps, retention challenges, and other people-related business needs. Talent Management and Development Support performance management processes, including goal setting, feedback, and development plans. Assist with developing talent management programmes. Advise on learning and development requirements to ensure that the workforce is equipped with the necessary skills for current and future business needs. Employee Relations and Engagement Act as a point of contact for employee relations issues, providing guidance on conflict resolution, disciplinary actions, and grievances. Advise and coach managers on managing employee performance and behaviour. Promote employee engagement initiatives, gathering feedback and recommending actions to improve morale and productivity. Foster a culture of trust, collaboration, and high performance within teams. Support in Change Management Assist in implementing organisational changes, including restructures, TUPEs, or the introduction of new processes or policies. Support managers in communicating and managing change effectively across teams. Ensure the successful integration of change strategies into business operations. Workforce Planning and Organisation Development

• Assist with the forecast of future workforce needs based on business goals and objectives.
• Provide insights and guidance on optimising team structures, roles and responsibilities for improved performance.

Talent Acquisition and Retention Work closely with the recruitment team to ensure that talent acquisition strategies align with business needs and priorities. Advise on retention strategies and work to reduce turnover by identifying the root cause and developing solutions to improve employee satisfaction and engagement. Participate in the recruitment process for mid to senior level roles, ensuring a good fit with the organisation’s culture and values. EDI Support the development and implementation of EDI initiatives. Partner with management and leadership to create a diverse, inclusive, and equitable workplace culture. Assist with the implementation of data monitoring. HR Reporting and Analysis Provide data and insights on HR metrics, such as turnover rates, absenteeism, and employee engagement, to help inform decision-making. Assist with HR audits, employee surveys, and feedback programs to improve HR practices. Requirements Bachelor’s degree (or equivalent) in HR, Business Admin, or a related field. 2-3 years of experience in an HR generalist role, preferably in a fast-paced environment. Level 7 CIPD (or working towards). Knowledge of employment law and HR best practice. Proven track record of implementing HR strategic initiatives. Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels. Strong problem solving, analytical and decision-making abilities. Results oriented with a focus on achieving business goals through effective people strategies. Strong business acumen and the ability to balance strategic thinking with practical HR solutions. Excellent organisational skills and attention to detail. Empathetic and approachable with a strong customer service orientation. Resilient and capable of managing completing priorities in a fast-paced environment. Proactive attitude and a continuous improvement mindset