HR Business Partner – Wigston

Overview

In this role you will act as a trusted HR business partner to the site leadership team, steering people and development and driving culture. You will embed accountability, safety, engagement and performance, aligning site plans with regional and global HR strategies. You’ll build trust-based unions relations, lead capability building on the shop floor, and drive sustainable cultural change. The position offers global scope within a fast-growing, purpose-led company and a chance to shape people practices in a manufacturing setting. You will collaborate with HR CoEs and drive key people initiatives with impact on productivity and engagement.

Responsibilities

• Own and align the site HR agenda with global and regional strategies
• Lead culture transformation and change management in a fast-paced manufacturing environment
• Develop and maintain constructive union relations and manage collective consultations
• Coach and develop line managers on people leadership, performance, and engagement
• Drive People KPIs, engagement, and action planning across the site
• Oversee absence management, talent and succession processes, and leadership development
• Coordinate with HR CoEs (Rewards, L&D, Talent, EHS) to deliver site-specific solutions
• Lead site performance discussions, resource planning, and cost base (headcount, OT, training)
• Promote inclusion, diversity, CSR, and employee wellbeing at the site
• Ensure compliance with labour laws and maintain robust industrial relations
• Support senior hires and ensure BAU People Cycle adherence
• Maintain consistency of HR practices with UK&I HR partners

Key requirements

• HR leadership experience in a manufacturing or industrial setting
• Deep knowledge of union relations, collective bargaining, and employment law
• Proven ability to diagnose culture and lead change in a fast-paced environment
• Strong stakeholder influencing, coaching, and leadership presence on the shop floor
• Data-driven decision making and ability to translate insights into actions
• Experience with talent, succession, and capability development
• Commercial and operational acumen with a focus on productivity and safety
• Ability to manage complex reorganisations and negotiations with unions
• Cross-functional collaboration across HR Centers of Excellence

• collaboration
• influencing
• coaching
• change management
• people metrics and data analysis
• HR business partnering

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