HR Business Partner Job at Dyson Farming (Nocton)

Job Description

Dyson Farming is a family-owned business, with a vision to benefit future generations through a commitment to commercially viable and environmentally sustainable food production at scale. We strive to be industry leaders in efficient, carbon-neutral, high-technology agriculture, employing highly skilled, pioneering people and supported by research and development in an ever-closer partnership with our sister company, Dyson. We see the future of agriculture as an exciting opportunity to improve the nation’s food security, health, and economic growth. The HR Business Partner acts as a strategic partner to business leaders, providing expert advice and support on all people-related matters. This role ensures alignment between HR strategy and business objectives, driving workforce engagement, performance, and compliance. While this role is based in Lincolnshire, you will be supporting sites in Oxfordshire and Gloucestershire and in addition, monthly travel to the Weybourne, the parent company in Wiltshire.

Job Responsibility

Stake holder management
Develop effective on-going relationships with key stakeholders across the DFL and Weybourne
Coach, train and challenge managers on their approach to people issues, advising them on best practice approaches
Operate as HR lead on employee relation issues
Support the Exec and management team in the planning and implementation of organisational change, HR projects and initiatives that support the people strategy and individual business plans
Produce HR metrics for presentation at Senior Exec level and deliver through quarterly people reviews
Working with stakeholders to create the labour budget
Payroll, compensation and benefits
Oversee the end-to-end payroll process for the weekly and monthly processes, ensuring that internal SLAs are met across the stakeholders
Oversee the delivery of all compensation administration in relation to the annual salary review process including salary benchmarking activities, Remuneration Committee meetings and bonus schemes
Ensure benefit offering remains competitive and reviewed annually
Recruitment and Talent Pipeline
Manage our applicant tracking system (Workable) and support hiring managers with recruitment for their teams
Develop the candidate experience
Oversee talent pipeline opportunities including organising and ensuring smooth running of the Summer Series, Careers Fairs and manage relationships with universities and colleges
Manage the relationships with recruitment agencies on our PSL
Compliance
Manage the SLA's for labour providers who supply Seasonal Workers to the Glasshouse
Ensure compliance on all ethical related audits
Maintain actions and controls on CGR
Align HR Policies with Group policies where applicable and implement local policies if required e.g. Human Rights Policy, Agency Worker Policy etc
Maintain, actively review and refine DFL HR policies and processes
Talent Development
Ownership of the People Plan including ensuring key people activities are delivered in line with the plan
Drive the talent review process, working with BUOs to ensure development plans are in place and succession plans are mapped and kept up to date
Identify current and future skills gaps with stakeholders and develop training plans
Oversee the winter training programme ensuring mandatory training is completed
Work with stakeholders to source suitable training to address development needs
Employee Engagement
Employee engagement lead including administering the annual employee engagement survey and identifying improvement areas
Manage HR communications, including the company intranet
Oversee the health surveillance programme
Team Management & Development
Line management responsibility for the HR Assistant to deliver expert operational HR support. Including, setting goals and objectives and holding regular 1:1s
Stay abreast of employment law changes and best practice to ensure compliance
Proactively promoting and maintaining high standards work - taking initiative to resolve and/or draw attention to areas that don't meet required standards or any issues that arise
Commitment to developing yourself within your role - undergoing training where necessary
Other ad-hoc tasks

Requirements

L7 CIPD Qualified
A degree in HRM, Business Management, Psychology or a related degree
Strong generalist HR experience in a manufacturing or agricultural environment
Strong knowledge of Uk employment law and HR best practices
Skilled in providing pragmatic, tailored HR advice
Experience of supporting senior leaders with a range of employee relations issues (absence, disciplinary and grievance)
Experience of analysing data and providing management information
Excellent organisational and prioritisation skills
IT literate in MS Office and HR systems
Strong sense of discretion, appreciating the confidentiality of the work
Ability to work autonomously when required, whilst still possessing strong teamwork skills
Strong analytical and problem-solving skills, with meticulous attention to detail
Embraces and leads change and enjoys the challenge of working in a fast-paced environment
Professionalism and integrity with impact and presence and flexible approach to work
Demonstrates leadership capability and the ability to influence others
Excellent communication skills
visual, written and verbal
Proactive, results-driven mindset with a focus on continuous improvement and meeting deadlines
Full UK driving licence