This HR Business Partner role supports site-based leadership teams in driving operational performance related to people and development. You will lead the site HR agenda and cultural transformation, providing values-led HR leadership while partnering with the site leadership team to embed a culture of accountability, safety, engagement, and performance. The role focuses on building trust-based relationships with trade unions and requires confident leadership, capability building for line managers, and a visible presence on the shop floor to influence behaviors and build trust.
Responsibilities
Own the HR agenda for the site, ensuring alignment with site strategy and wider regional and global HR and business strategy
Partner with the Site Lead to develop future-facing site change plans including organization design and workforce planning (structures, roles, responsibilities, shift patterns)
Manage impacts and risks assessment processes and mitigation plans, and lead the implementation of people changes across the site
Define and manage the people cost base including headcount costs, agency spend, overtime, and training budgets
Define and own the site's flexible resource strategy (agency and overtime spend, hours, productivity)
Own and lead the site/functional talent and succession process, identifying talent and development opportunities
Work with the Talent CoE to build and execute talent action plans
Own and lead absence management processes
Manage informal performance management, advising and supporting line managers
Lead and co-create (with relevant HR CoEs) the people and culture transformational agenda for the site
Work in partnership with senior leaders and the L&D CoE to identify needs and establish and implement solutions that support the ongoing development of leadership and skills capability
Work with the CoE to identify and plan for future skills and capability development needs
Provide coaching, mentorship, and development support to the site leadership and management team on people-related matters
Support and coach leadership on driving and implementing effective change management
Be a critical thought partner to site leaders
Own and drive improvements in employee engagement, lead the annual engagement survey, and develop site engagement action planning
Hold leaders accountable for their roles in owning the engagement agenda
Drive and own delivery of People KPI performance and action planning for improvements
Own the industrial relations agenda for the site (union relationships, collective grievances, collective agreements)
Build solid relationships with site trade union teams that champion positive employee relations across the site
Millions of jobs, with real people getting hired every day
200,000+
New jobs added daily
7,000,000+
Verified job listings
1,000,000+
Tailored applications submitted
Partner with the General Manager on ongoing engagement with the site trade unions
Own the site trade union consultation and negotiations, including site re-organizations and pay negotiations, and working agreement reviews
Lead on senior hires for the site leadership team (interviewing)
Lead the site in adherence and completion of the BAU People Cycle
Create offer proposals for all site banded roles (for reward approval)
Develop and own local recognition platforms with support and alignment with the Reward CoE
Maintain close links with other HR Business Partners across the UK&I to ensure consistency of HR practices
Develop site-driven local CSR agenda/activity – accountable for creation, maintaining and delivery of this agenda, and execution of the central CSR agenda
Develop local site-driven Inclusion & Diversity and Employee Value Proposition plans, and execution of the central IDE/EVP agenda
Execute centrally driven Health & Wellbeing plans, including provision of support and leadership to the site Mental Health Ambassador network
Provide the vital link to other teams within the wider HR function and Centers of Excellence as required, including Reward, Talent Acquisition, L&D, Talent, Employee Relations, Occupational Health & Wellbeing, HR Shared Services
Requirements
Ability to align local site HR plans with wider site, regional, and business strategies and objectives
Proven capability in diagnosing culture, shifting behaviors, and leading through resistance in a fast-paced, operational environment
Deep knowledge of collective consultation, negotiations, and employment law, with the credibility to build constructive, trust-based union relationships
Confidence to challenge and coach leaders and line managers, balancing commercial outcomes with people impact
Strong personal impact, resilience, and integrity, with visible leadership on the shop floor to build trust and role-model desired behaviors
Skill in developing frontline and middle management capability in people leadership, performance management, and employee engagement
Understanding of manufacturing operations, productivity, safety, and cost pressures to ensure HR solutions are practical and value-adding
Ability to de-escalate issues, resolve conflict constructively, and negotiate outcomes that support both workforce stability and business needs
Confidence using people metrics, insights, and trends to inform decisions and measure progress against cultural and engagement goals
About the Company
pladis is a global biscuits and confectionery business that invests heavily in iconic global brands, infrastructure, and people. The company is a proud baker and chocolatier and custodian of iconic global brands, committed to the quality of ingredients in its products and the people it hires.
