People Business Partner

Job summary

This is a true Business Partnering role, working closely with managers to act as a trusted advisor and

coach, supporting across the full range the employment cycle. Supporting a range of services across our

UK operations the role will require travel to our sites including overnight stays

Main duties of the job

You will be responsible for providing comprehensive, professional advice on complex and sensitive

employee relations matters, so a strong knowledge of UK legislation and experience in managing employee

relations activity is a key part of the role.

A key part of the role will be to support with the mobilisation of new services as we continue to grow and

expand our services across the UK. A strong knowledge of TUPE and experience of managing complex

TUPE transfers is essential.

Working with colleagues in the People & Culture team, you will assist with shaping and delivering a wide

range of People & Culture initiatives across; people development, talent management, succession

planning, belonging, employee experience, retention, recognition, performance and culture.

About us

ABL is an exciting, fast paced, growing community health organisation. As an experienced, CQC registered

provider of community health services, we are passionate about delivering evidence based, innovative,

effective and relevant healthcare services in partnership with individuals, communities and stakeholders.

We do this through our ambitious purpose, vision and core values.

All ABL team members work together within the spirit of and contribute positively to our purpose, vision

and values.

Details

• Date posted: 28 June 2026
• Pay scheme: Other
• Salary: £40,000 to £45,000 a year
• Contract: Permanent
• Working pattern: Full-time, Home or remote working
• Reference number: E0343-26-0025abl900
• Job locations: King Charles House, Dudley, DY1 4PS, United Kingdom

Job responsibilities

Responsibilities:

Employee Relations

1. Provide complex specialist advice to managers relating to sickness absence management, advising on appropriate courses of action and ensuring a consistent approach, so as to maximise attendance at work.

2. Provide timely and expert advice to managers on employment issues including TUPE, discipline, grievance, bullying and harassment and discrimination. Liaise with the Head of People and Culture and ensure they are kept informed.

3. Develop and implement appropriate People policies and procedures. Ensure emerging issues are dealt with appropriately and effectively and that good employment practice is maintained.

4. Lead People input for the division in investigations, disciplinary, grievance, and capability hearings. Advise managers on process and ensure accurate records are kept.

5. Provide timely, responsive and specialist advice to managers and employees on terms and conditions of employment, application of employment legislation, codes of practice and policies to ensure that all legal obligations are met.

6. Produce and implement People policies and procedures to support good employment practice.

Business Partnering

1. Work proactively in partnership with operational managers to ensure the divisions get the very best from their people resources by: Identifying and implementing People plans which support and enable successful delivery of operational objectives and achievement of business targets. Anticipating the impact of changes on the division and developing effective People solutions which bring about change in a way that supports the right outcome. This may include application of the Handling Change Protocol to secure cost-effective outcomes and mitigation of business risk. Providing and interpreting KPI information, to assess performance and drive service improvement Identifying and taking forward People initiatives ensuring that high standards and objectives are met Coaching, mentoring and challenging managers in the effective application of People policies and practices which engage employees, address issues and build capability. Contributing to the development of operational plans including reviewing resourcing needs and skills mix. Fully understanding the composition of the divisional teams to ensure that HR policies and initiatives are appropriately applied.

2. Seek feedback from managers on the effectiveness of the Business Partnering approach. Keep the Head of People & Culture updated and work with other members of the People & Culture team to continuously improve the way the service is delivered, in response to internal customer requirements.

3. Cover in the absence of other People Business Partners when required.

Performance and Capacity

1. Ensure that quality performance development reviews (PDRs) and one to ones are carried out by managers for all team members and that identified actions, including personal development plans are addressed. Carry out PDRs and one to ones for direct report(s) in the People and Culture team.

2. Work with managers to review individual, team and divisional performance, identify barriers and put plans in place to address them.

3. Appropriately challenge areas of poor People practice, take action to resolve them and report them to the Head of People and Culture if a resolution cannot be found.

4. Develop and implement plans to improve performance and service delivery to achieve positive service outcomes, quality, operational and financial targets.

5. Compile and provide narrative and recommendations on People KPI reports, identifying trends, positive outcomes, risk and issues for urgent attention.

6. Review People resource allocation and skills mix according to business need, and work collaboratively with managers to identify and implement new and different ways of working.

7. Identify emerging resourcing and recruitment issues and proactively work with managers and the Internal Recruiter to develop plans and business cases to support effective recruitment and retention.

Culture and Values

1. With People team colleagues, identify and implement innovative ways of embedding the core values, including recruitment for attitude so the values are a thread throughout everything the team does.

2. Take forward employee engagement initiatives within the division, so that the voice of employees is heard and appropriately acted upon.

3. Lead on carrying out employee surveys at agreed intervals. Interpret the results and use them to drive improvement in people outcomes, linked to improved employee retention.

4. Champion the core values in all People activities and ensure operational managers do the same.

5. Ensure appropriate action is taken in response to exit interview feedback, so that anomalies and areas for improvement are recorded and addressed.

Equality, Diversity and Inclusion

1. Work with managers to deliver EDI actions with the aim of embedding inclusion throughout all people management and service delivery activities.

2. Ensure that a culture of safeguarding is embedded throughout the business.

3. Ensure that support and encouragement is in place for all employees including those with protected characteristics by empowering them in their personal development and progression.

4. Take the lead on employee health and well-being initiatives as appropriate.

Learning and Development

1. Put innovative plans in place to help ABL grow as a learning organisation, by ensuring that learning and development needs are assessed in accordance with changing business needs and that effective learning programmes are implemented to meet those needs.

2. Ensure that risk is effectively managed through provision of appropriate compulsory training, including safeguarding and health and safety at work.

3. Implement appraisal and personal development support processes across the organisation to help all team members reach their full potential so they can make their best possible contribution.

4. Ensure that person centred onboarding and induction processes are consistently and effectively implemented to support employee retention.

5. Develop and deliver People related training for managers.

Strategy Implementation

1. Support with the delivery and implementation of the People & Culture strategy. Effectively implement the objectives set out in those plans, working closely with other members of the People team and operational managers. Monitor progress and outcomes and ensure the Head of People & Culture is kept updated.

2. Contribute to the continual development of innovative, ambitious and comprehensive People Strategic Plans, informed by meaningful consultation with senior managers and employee feedback.

3. Work collaboratively with other managers to develop and deliver broader corporate strategy and projects, in accordance with business plan objectives.

4. Remain up to date and fully aware of developments in Employment Law and People Management best practice and ensure these are reflected in the delivery of People Strategic Plans.

5. Deputise for the Head of People and Culture when required.

People Projects

1. Take the lead on People projects, as directed by the Head of People and Culture.

2. Take the lead on one or more of the following specialisms employee relations; Equality & Inclusion; reward recognition and retention; employee engagement; systems; employee metrics, TUPE (please note this is not an exhaustive list).

General Requirements:

Contribute positively and work in accordance with ABLs culture, values, aims and objectives

Work diligently to meet the requirements of this job description

Always seek to continuously improve so that the highest quality standards are achieved

Participate positively in internal/external events, meetings and training as required

Positively participate in one to ones and appraisals

Ensure that relevant policies, procedures and working practices are adhered to at all times

Adhere to ABLs safeguarding policies / procedures in addition to local and national safeguarding policies and promptly act on any concerns

Support equality, diversity and inclusion and respect human rights, by appropriately challenging discrimination and promoting equality

Comply with Data Protection, GDPR and confidentiality requirements

Proactively manage health and safety risks, care for own personal safety and that of others

Act as a positive ambassador for ABL Positively contribute to ABLs team working environment, taking ownership of issues and supporting colleagues where appropriate

Be flexible and willing to undertake any other duties that may be reasonably be required