HR Business Partner - Wigston

Coaching and capability building – Skill in developing frontline and middle management capability in people leadership, performance management and employee engagement.

Conflict management and negotiation – Ability to de‑escalate issues, resolve conflict constructively and negotiate outcomes that support both workforce stability and business needs.

Data‑driven decision making – Confidence using people metrics, insights and trends to inform decisions and measure progress against cultural and engagement goals.

Your purpose will be to provide HR business partnering to the site by working closely with the site leadership and management teams, as well as the various teams within the wider UK&I HR function, to ensure all HR activity is contributing in line with the site plans and strategies, and is aligned to wider HR priorities for the region/business.

You will play a central role as part of the site leadership team, developing strong credible relationships and being instrumental in the setting of, leading of, and delivering the HR agenda.

Own the HR agenda for site, ensuring its alignment with the site strategy and the wider regional and global HR and business strategy

Partner with the Site Lead to develop future facing site change plans including organisation design, workforce planning - structures, roles, responsibilities, shift patterns etc. Manage impacts and risks assessment processes and mitigation plans and lead in implementation of people changes across the site

Define and manage people cost base including headcount costs, agency spend, overtime, training budgets

Define and own the sites flexible resource strategy - agency & OT spend / hours / productivity

Own and lead the site/functional talent and succession process, identifying talent and potential opportunities for development and working with the Talent CoE to build and execute talent action plans

Own and lead absence management processes

Manage informal performance management, advising/supporting line managers

Lead and co-create (with relevant HR CoE’s) the people and culture transformational agenda for the site

Work in partnership with senior leaders and L&D CoE to identify needs and establish and implement solutions that support the ongoing development of leadership and skills capability. Work with CoE to identify and plan for future skills and capability development needs

Provide coaching, mentorship and development support to site leadership and management team on people related matters. Support and coach leadership on driving and implementing effective change management

Be a critical thought partner to site leaders

Own and drive improvements in employee engagement, lead on the annual engagement survey and the process for developing site engagement action planning to address key areas. Hold leaders to account in their roles in owning this agenda

Drive and own delivery of People KPI performance and action planning for improvements

Own the industrial relations agenda for the site - union relationships, collective grievances, collective agreements. Build solid relationships with site trade union teams that champion positive employee relations across the site and partner with the General Manager on ongoing engagement with the site trade unions

Own the site trade union consultation and negotiations, to include site re-organisations and pay negotiations, and working agreement reviews

Lead on senior hires for the site leadership team (interviewing)

Lead the site in adherence and completion of the BAU People Cycle

Create offer proposals for all site banded roles (for reward approval)

Develop and own local recognition platforms with support and alignment with the Reward CoE

Maintain close links with other HR Business Partners across the UK&I to ensure consistency of HR practices

Develop site driven local CSR agenda/activity – accountable for creation, maintaining and delivery of this agenda, and execution of central CSR agenda

Develop local site driven Inclusion & Diversity and Employee Value Proposition plans, and execution of central IDE/EVP agenda

Execute centrally driven Health & Wellbeing plans, including provision of support and leadership to the site Mental Health Ambassador network

Provide the vital link to other teams within the wider HR function and Centre's of Excellence as required, including Reward, Talent Acquisition, L&D, Talent, Employee Relations, Occupational Health & Wellbeing, HR Shared Services

The role is highly visible and will require the ability to work cross functionally across leadership teams.

pladis is an Equal Opportunity Employer, committed to hiring a diverse workforce. All openings will be filled based on qualifications without regard to race, color, sex, sexual orientation, gender identity, national origin, marital status, veteran status, disability, age, religion or any other classification protected by law.

We operate a strict Preferred Supplier List. If you are a recruitment agency and wish to submit candidate to be considered for this vacancy, you must have agreed to, and signed, our terms of business. We will not accept CVs from any other sources other than those currently on our PSL. We will not pay a fee for any candidate that has not been represented by a provider on our PSL.