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HR Business Partner

Job Category:  Other
Contract Partner Company:  Jobs Service
Employing Company:  EDF/HPC

The HPC Jobs Service supports local people into exciting, long-term careers across our Project.

Location: Hinkley Point C site


Contract type: Permanent


Salary: Starting salary circa £39,000 + excellent benefits


Closing date: 22/08/19


Vacancy Overview


This is a unique opportunity for a HRBP to be involved in a large fast moving construction project, based at Hinkley Point C, with exposure to all aspects of HR Business Partnering.


Reporting directly to the HR Business Partner Manager, the HR Business Partner will work in partnership with designated line managers, providing professional advice and direction, commercial HR solutions and operational support to them, and enabling them to implement the business’s agreed people plans to improve Business Unit or function performance.


The HRBP will work in collaboration with the Corporate and People Functions, local Business Unit specialists and in partnership with the delivery teams of HR Employee Services to facilitate delivery of HR services required by the business area they support.


Principal Accountabilities




  • Supports the HR Business Partner Manager in delivering annual salary reviews, data capture and MI to support with bonus payments, including local incentive schemes ensuring that they are implemented fairly and consistently by your line managers.
  • Support the HR Business Partner Manager to ensure remuneration package details for new appointees (internal and external) in your business area are in line with company policy, processes and procedures.


Learning & Development

  • Conduct regular reviews and prioritise learning and development needs for your business area in line with the business area objectives and Corporate budget allocations.
  • Support the HR Business Partner Manager and Learning and Development team in the effective evaluation of training and development interventions within the business area you support.


Working in partnership

  • Work collaboratively with HR colleagues in the Corporate and People Functions and local Business Unit specialist teams and HR Shared Services to ensure that line managers receive all the HR transactional, process support management information, advice and guidance they need to effectively manage their team.
  • Support the regular review and assessment process of the delivery of services provided by Corporate Functions, local Business Unit specialist teams and HR Shared Services.



  • Promote diversity and inclusion as fundamental elements of the company’s culture, highlighting any Business Unit issues to the HR Business Partners Manager in supporting the implementation of practical solutions within the Business Unit or function.


Organisation Design and Development

  • Provide line managers with support for delivery of local organisation change initiatives including supporting the HR Business Partner Manager with organisation design, local restructures and cultural changes


Resourcing and Workforce Planning

  • Ensure workforce plans are kept up to date and relevant for the business priorities of your area, and that all resourcing activity is in line with the needs of workforce plans.
  • Liaise with the HRSS Recruitment team to ensure that the business area’s recruitment needs are met in line with the agreed process and Service Level Agreements, escalating any issues in line with the agreed process for doing so.


Talent & Succession Planning

  • Prompt line managers to identify and manage talent within their business area in alignment with the talent management process, including the need for mobility across the business.


Performance Management

  • Provide line managers with the support and guidance needed to ensure that individual and team performance is effectively managed across your business area, in alignment with the company performance management framework and process.
  • Provide any expatriates joining their business area with the necessary HR support to ensure their transition and management during their assignment is smooth and satisfactory.
  • Provide line managers with the necessary support to enable them to effectively manage more complex individual cases e.g. disciplinary, grievance, sickness and dismissal which HRSS are unable to support.


Employee Relations

  • Support the HR Business Partner Manager in the local implementation of the ER framework, procedures and management of local ER issues ensuring the ER supporting documentation is maintained and documented.



  • Coach and support your line managers in a wide range of areas including organisational problem solving, behavioural change, change management, employee development, employee relations and performance management.
  • Develop strong influential relationships with your line managers to enable you to support and challenge them to ensure their leadership approach and behaviour is in line with EDF Energy expectations.


Strategy Deployment

  • Support the implementation of the people plans at the local level, in line with your business’s needs and ensure the effective communication and ownership of the people plan objectives and their implementation amongst your line managers.


HR Operational Delivery

  • Engage with and prompt your mangers to ensure they keep the companies HR Records accurate and utilise HR Information to facilitate good HR practice.
  • Monitor and provide feedback regarding the implementation and delivery of HR processes by Corporate specialist teams and HRSS to ensure line managers get the support they require.


Knowledge, Skills, Qualifications & Experience

  • Graduate/Associate member of CIPD minimum standard or working towards.
  • Results orientated, with a focus on continuous improvement in all areas of their work.
  • Comfortable in complex environments and able to appreciate the relevance of strategic imperatives to day to day HR activity.
  • A challenging but positive style, able to influence and challenge line managers and employee.
  • Creative yet pragmatic, but able to deliver at speed.
  • Commercially minded and pragmatic in their application of HR best practice.
  • Able to deliver high quality HR generalist support, including extensive knowledge of appropriate employment law and HR best practices and their pragmatic application.
  • Able to demonstrate knowledge and understanding in the areas of change and strategic consulting, performance management, reward management, people development, talent management resourcing and ER/engagement.
  • Able to operate effectively as a member of a wider HR function, building strong and productive relationships within the HR function and across the organisation.
  • Ability to coach line managers and influence as appropriate to ensure successful outcomes.
  • Strong written and verbal communication skills are a critical requirement of the position.
  • Effective interpersonal skills with the ability to build strong relationships.
  • Strong Microsoft Office skills and in particular Excel knowledge.


For this role you must have evidence of right to work in the UK. As a project, we do not discriminate on the grounds of age, gender, race, colour, religion, disability or sexual orientation, and we welcome applications from all sections of the community.