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. Requirements 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 Person Specification 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 Benefits Discretionary management bonus; Private health insurance - self cover; 24 days holiday plus bank holidays; Life assurance; Pension scheme; Charitable Giving via payroll (Give as You Earn); Cycle to work scheme; Free annual flu jab; Free eye test; Employee Assistant Programme; Access to product discounts; Organised social events; Free parking.