HR / People Business Partner

As an HR / People Business Partner at WJ, your responsibilities will include providing HR Generalist support, collaborating with senior leaders, leveraging people analytics for strategic decisions, assisting in organisational design, leading change management initiatives, and implementing leadership development programs. You'll also play a vital role in supporting employee engagement and ensuring HR compliance with UK employment laws.

To apply for the HR / People Business Partner position at WJ, you should ideally be CIPD level 5 qualified or possess equivalent experience. A strong track record in HR Generalist roles, along with demonstrated expertise in people analytics and organisational development, is crucial for success in this role.

At WJ, the working environment for an HR / People Business Partner is collaborative and inclusive. You will have the opportunity to engage with various teams, drive strategic HR initiatives, and contribute to a positive workplace culture while enjoying the flexibility of hybrid working arrangements.

WJ is committed to the ongoing career development of our HR / People Business Partners. We offer access to professional growth opportunities, training programs, and mentorship to help you enhance your skills and advance in your HR career while contributing meaningfully to our business strategy.

The salary range for the HR / People Business Partner role at WJ is between £45,000 and £50,000, depending on your experience and qualifications. In addition, you'll benefit from comprehensive perks including pensions, annual leave, and healthcare.

In an interview, emphasize specific tools and methodologies you have used in people analytics, and give examples of how your analyses have influenced strategic HR decisions and positively affected workforce planning.

Discuss a specific instance where you led a change management initiative. Focus on how you engaged stakeholders, managed resistance, and monitored the implementation to ensure successful outcomes.

Highlight your understanding of various engagement strategies such as feedback mechanisms, recognition programs, and fostering open communication. Share examples of how these strategies have improved employee morale in previous roles.

Demonstrate your ability to understand the business’s needs by discussing how you can use metrics and data insights to drive HR strategies that support overall business objectives while fostering talent development.

Discuss common challenges like resistance to change and misalignment with business goals. Explain how you navigated these issues successfully while retaining transparency and good communication among stakeholders.

Share specific DEI programs you've developed or participated in and their outcomes, highlighting your commitment to fostering an inclusive workplace culture and your ability to engage diverse teams.

Emphasize the importance of succession planning for talent continuity. Discuss your past experiences in identifying high-potential employees and preparing them for future leadership roles.

Articulate your approach to staying updated on legislative changes, conducting regular audits, and ensuring that the HR policies are in line with legal requirements while addressing employee rights.

Discuss a specific situation where your insights and recommendations led to a significant HR decision affecting the business, highlighting your ability to build relationships and present data-driven arguments.

Mention the HR software you are familiar with and how you have leveraged these technologies to streamline processes, enhance reporting, or improve communication within teams.