Here at Zen your gender, race, ethnicity, neurodiversity, disability, sexuality, sub culture, size, introversion, extraversion, family background and everything else that shapes you does matter to us. Because they matter to you and are part of who you are. We're interested in you as an individual and here you'll find opportunities to develop, be recognised and hopefully enjoy yourself along the way. So don't hold back, there is a warm welcome for everyone at Zen and we look forward to meeting you. We are always happy for you to enquire about part-time, flexible working or reasonable adjustments, and we will support wherever possible. So please feel free to discuss your preferences as part of the recruitment process. If you wish to find out more or discuss any details you're not sure about, feel free to get in touch by calling 01706 902 275 or if you prefer to send an email, you can to and we will get back to you as soon as possible. FAO Recruitment agencies & organisations: Please note that we do not need agency support to fill this role. We have a small, but great, pool of agencies on our PSL and will contact one of those if we need to. O verview The HR Business Partners support Zen's people‑first culture by understanding the needs of our Commercial and Support divisions and combining this with a detailed understanding of our People Strategy to identify what decisions, actions and activities will support company growth whilst remaining an award winning, People First company. Working closely with the other HR Business Partner, business leaders and the L&D Business Partners, this role ensures that Zen's strategic People priorities are met, whilst still contributing to the success of our divisions and therefore, our overall company performance. Key Responsibilities · Providing guidance on formal and informal employee relations and grievance issues within the relevant divisions, working closely with the HRBP for other divisions to ensure consistency of approach · Supporting the onboarding of new managers · Contributing to the effectiveness of Zen's performance management process and guiding others through the process, providing expert guidance on complex situations · Working collaboratively with the other Business Partners (HR, Resource & L&D) to provide a rounded HR service to the business, to ensure engaged colleagues and optimal business performance · Providing guidance and advice to managers on pay and pay related decisions, including the review of salary ranges and ensuring the integrity of Zen's pay structure · Challenging behaviours that do not support Zen's culture · Providing guidance and support to managers on performance, conduct & absence issues · Overseeing, developing and implementing HR policies and practices which enable managers to adopt an effective people management approach, including follow up 'embedding' activities · Compiling regular HR management information and using this to inform decisions and recommendations - this may be from your own research, via our HR system, or in collaboration with our Administrator. · Providing support and input into divisional / business change projects. This may involve sitting on the Senior Management Team (SMT) within divisions, forming part of the role and responsibilities. · Coaching and supporting line managers to get the best from their teams, to identify talent, succession plan and reduce single points of failure. This includes working closely with the L&D Business Partners, identifying training needs and opportunities for improvement and support, in a model that promotes "Train the Trainer" utilising Digital training and face-to-face training as appropriate. · Contributing to the delivery of the overall People Plan - including ensuring that any 'local' i.e. divisional people plans are broadly aligned to the overall Zen People Plan, and working on cross function projects e.g. HR and L&D. · Working closely with the Marketing Team to ensure that internal communication within the division aligns with the overall communication strategy for Zen. · Suggesting and leading on activities in response to colleague feedback e.g. Pulse Surveys and Great Place to Work Surveys · Providing guidance and some practical support during recruitment, particularly during attraction and selection stages. This may include utilising LinkedIn and any other appropriate attraction/search methods and/o Benefits 2 x Life Assurance Cover, with option to flex upwards 25 days Annual leave, rising to 30 days with length of service, with the option to purchase up to 5 more. Access to private Medical Healthcare and a Healthcare Cash Plan An extra day off for your birthday Car salary sacrifice scheme Continuous learning and development Discounted Mobile plans Flexible and Hybrid working Free onsite parking Internal coaching and mentoring opportunities Onsite Contemplation and Prayer room Onsite Electric Car Charging points Optional flexible critical illness cover People-friendly policies Recognition awards where we celebrate the most awesome people Retail discounts Salary sacrifice Pension- minimum of 3% Employee contributions for a 5% Employer contribution Six monthly salary reviews Subsidised Nursery fees Subsidised Onsite Restaurant Superfast Free Reliable Broadband Travel Loan and Ride2Work Schemes Two days' paid leave per year for voluntary work