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Open nowPosted 2 days ago

People Business Partner

volarisgroup12 open roles

Where
United Kingdom - Halifax
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Your applicationOpen nowPeople Business Partnervolarisgroup · United Kingdom - Halifax

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The clock on this job

Early applications get read.

9.8% of postings close within 7 days. Measured by our own scanner across the market. volarisgroup postings stay open a median of 14 days.

Share of postings closed within
  1. 1.9%1 day
  2. 3.9%3 days
  3. 9.8%7 days
  4. 15.5%14 days
  5. 33.8%30 days
This job: posted 2 days ago

volarisgroup median: 14 days open

The posting

Vencora Business Unit:

Job Summary:

The People Business Partner is a trusted, hands-on partner who managers and employees rely on to resolve complex employee relations issues, build manager capability, secure quality hires and strengthen the People & Culture foundations — data, policy, compliance and ways of working — while helping to embed a positive, inclusive culture where colleagues feel supported, listened to and able to perform at their best. This role carries real ownership and decision-making authority in its own areas and is designed as a genuine development pathway toward Head of People & Culture. Alongside core operational ownership, the People Business Partner will be deliberately stretched into strategic exposure — supporting workforce planning, M&A due diligence and integrations and SLT reporting — to build the strategic capability the next step in their career requires.

Job Description:

1. Manager Coaching & Leadership Capability

  • Act as a trusted coach and sounding board to line managers on people leadership, performance and team dynamics.
  • Upskill managers on giving honest, timely feedback and having the right development conversations throughout the year.
  • Identify recurring capability gaps across managers and design targeted interventions to close them.
  • Role-model SSP UK&I's BUILD values in every manager interaction.

2. Employee Relations & People Risk

  • Own complex ER casework end-to-end, balancing pace with procedural rigour and applying the correct local employment law.
  • Assess and escalate people risk promptly and accurately, with clear recommendations.
  • Draft and quality-check case documentation, settlement terms and correspondence with precision.
  • Build managers' confidence and skill in handling difficult conversations.

3. Recruitment, Resourcing & Onboarding

  • Own end-to-end recruitment for allocated business areas.
  • Partner with hiring managers to define genuine role and capability needs.
  • Continuously improve onboarding so new hires are productive quickly.
  • Contribute to SSP UU&I's Employee Value Proposition and employer brand.

4. People Operations, Policy & Compliance

  • Support accurate, audit-ready personnel records and correct Workday usage as the single source of truth.
  • Ensure day-to-day practice complies with GDPR and relevant employment legislation.
  • Produce accurate regular and ad hoc People & Culture reports.
  • Support audits and people due diligence data-gathering for M&A activity.

5. Talent & Performance Support

  • Coordinate talent management and performance review cycles for allocated business areas.
  • Support managers in identifying and developing high-potential talent and internal successors.
  • Track and follow up on performance improvement plans to a clear, fair conclusion.
  • Feed insight from casework and performance data back into the wider People Plan.

6. Strategic Development & Deputisation

  • Take a defined workstream in workforce planning or organisational design projects.
  • Support people due diligence for M&A transactions.
  • Support the integration of newly acquired or onboarded businesses into SSP.
  • Deputise for the Head of People & Culture in select internal meetings and SLT reporting.
  • Build a personal development plan targeted at Head of People & Culture readiness.

7. Employee Engagement & SSP Connects

  • Chair and lead the quarterly SSP Connects forum.
  • Act as forum secretariat, including agenda, nominations, minutes and action tracking.
  • Publish timely “You said, we did” updates with Internal Communications.
  • Use engagement insight to shape the People Plan and flag issues early.
  • Partner with the SSP Cares lead to deliver the engagement, wellbeing and recognition calendar.

Worker Type:

Regular

Number of Openings Available:

1

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