For a quarter of a century, the Jellycat family have brought joy, wonder and playful fun to people of all ages, in every part of the world. Utterly original and in a class of their own, they are currently among the most loved and collected toys of their kind. How has this gentle tribe endeared themselves to so many? Perhaps it is their whimsical expressions. Or the deliciously soft fabrics. Or the beautiful way in which they sit in your hand. Whatever it is, there is something magical and unmistakeable about each one of them.

The People Business Partner plays a crucial role in supporting the People function by providing strategic and operational HR advice to managers and employees. This position is responsible for delivering people solutions across a range of HR disciplines, including employee relations, performance management, talent management, compensation, and organisational development. The People Business Partner will partner with managers and leaders to drive HR initiatives, ensure compliance with legal and regulatory requirements, and help foster a positive organisational culture.

* May require travel in the UK and Europe from time to time.

You'll be;

Employee Relations:

Acting as a key point of contact for managers and employees regarding complex HR-related issues, providing guidance on employee relations, conflict resolution, and workplace concerns.
Advising on managing disciplinary actions, grievances, and performance management processes to ensure fair treatment and compliance with company policies and employment law.
Facilitating mediation and resolution of workplace disputes, ensuring a positive work environment.

Performance Management:

Providing advice and support to managers in the management of performance, including setting clear expectations, providing feedback, and conducting performance reviews.
Assisting in the design and implementation of performance improvement plans (PIPs) for underperforming employees and support managers in delivering these plans.
Advising leadership on succession planning and the development of high-potential talent.

Talent Management:

Partnering with Talent Partners to ensure effective talent acquisition strategies are in place for assigned business areas
Collaborating with managers to identify skills gaps, recommend employee development programs, and foster career progression within the organisation.

HR Policies and Compliance:

Ensuring the business area complies with all relevant employment laws, regulations, and best practices.
Assisting in the creation, implementation, and communication of HR policies and procedures.
Staying updated on current HR legislation and best practices to ensure the organisation remains compliant.

Training and Development:

Identifying training needs and collaborating with Learning & Development team to design and implement training programs that enhance employees' skills and knowledge.
Supporting managers in developing their teams through coaching and mentoring.

Compensation and Benefits:

Advising managers on compensation strategies, salary reviews, bonuses, and benefits to ensure equity and competitiveness in the marketplace in collaboration with the head of People.
Supporting the development and implementation of employee benefit programs, ensuring they meet employee needs while aligning with business objectives.
Analysing compensation and benefits data to provide insights and recommendations on competitive and fair pay structures.

Organisational Development:

Assisting in implementing organisational development strategies, including restructuring, job design, and workforce planning.
Advising on change management processes to help the organisation navigate through transitions or organisational changes.
Supporting employee engagement initiatives by assessing satisfaction levels and recommending actionable improvements.

HR Systems and Reporting:

Using HR data and analytics to provide actionable insights on employee trends, performance, turnover, and other key metrics.
Generating and analysing HR reports for leadership to support strategic decision-making.

Ad-Hoc HR Projects:

Leading/participating in HR projects and initiatives aimed at improving HR processes, enhancing employee experience, or supporting business objectives.
Assisting in the development and execution of company-wide HR programs, such as employee recognition, well-being initiatives, or diversity and inclusion efforts.

You'll have;

CIPD Level 7 Qualified.
Minimum 8+ years of Generalist HR experience.
Previous experience of working with HR systems, MS Office.
A personable and efficient manner that reflects the ethos of the Jellycat brand.
A organised mindset with the ability to manage multiple priorities concurrently.
The ability to handle sensitive and/or confidential material strictly in accordance with company policy and legal requirements.
The ability to influence and build relationships with employees at all levels, particularly managers and senior leadership.
Excellent knowledge of employment law and HR best practices.
Strong communication, interpersonal, and conflict resolution skills.
Strong analytical skills with the ability to interpret HR data and generate insights.
Excellent organisational and project management skills.
High level of integrity, discretion, and professionalism in handling confidential matters.
A track record of complex employee relations case management.
A proactive problem solver with the ability to foresee problems and propose solutions.
A genuine team player mentality who is flexible, positive, and enjoys building professional relationships.
Experience of line management would be useful.