Job Description Principle Objective Reporting to the HR Manager, the HR People Partner is a site-based, end-to-end HR generalist with full responsibility for the colleague lifecycle at their assigned sawmill site. The role provides visible, trusted and commercially grounded HR leadership on site, ensuring colleagues are supported, managers are coached effectively, and all people practices align with Group standards, values and employment legislation. In addition to site accountability, the HR People Partner actively contributes to the wider Group HR team, supporting cross-site projects, policy development and continuous improvement initiatives that strengthen capability, consistency and colleague experience across the Group. This role operates at the intersection of people, performance and operational delivery, requiring strong judgement, resilience and the ability to influence in a fast-paced, manufacturing environment. Knowledge & Experience – Experience in a generalist HR role within an operational, manufacturing or multi‑site environment. – Strong working knowledge of UK employment legislation (and Irish legislation where applicable). – Proven experience advising managers on employee relations and people management issues. – Comfortable operating in a hands‑on, site‑based role. – Experience using HR systems and maintaining accurate people data. – CIPD qualification (or working towards) desirable but not essential. – Willingness to travel occasionally to other Group sites Key Responsibilities – Act as the primary HR point of contact for all site colleagues and managers, owning the full colleague lifecycle from attraction to exit. – Partner with site leadership to embed fair, consistent and people‑focused practices aligned to Group values. – Provide proactive, pragmatic advice on employee relations matters, ensuring early resolution and legal compliance. – Support performance management, absence management, probation, disciplinary and grievance processes on site. – Lead site‑based recruitment and onboarding in line with operational workforce needs. – Ensure colleague wellbeing, engagement and dignity at work are actively promoted and supported. – Manage and oversee colleague accommodation arrangements for site‑based employees where applicable. – Ensure accommodation standards support wellbeing, safety, compliance and inclusion. – Act as a point of escalation for accommodation‑related issues, working collaboratively with site management and external providers as required. – Contribute to the ongoing development of consistent accommodation standards and governance across the Group. – Coach and support managers to build confidence and capability in people management. – Support delivery of engagement, wellbeing, learning and culture initiatives on site. – Champion Group values and contribute to a positive, respectful and inclusive working environment. – Contribute to Group‑wide HR projects, policy reviews and process improvements. – Share site insights and best practice to support consistency and continuous improvement across locations. – Maintain accurate HR system data and provide insights to support decision‑making. – Support payroll accuracy through timely and accurate information flow. Essential Competencies – Colleague Focus – Builds trust, acts with fairness and promotes dignity and respect. – Commercial & Operational Awareness – Understands site priorities and aligns HR activity accordingly. – Coaching & Influencing – Develops management capability through clear, credible guidance. – Collaboration – Works effectively with site leaders and the wider HR team. – Planning & Organisation – Manages competing priorities in a dynamic environment. – Systems & Process Discipline – Ensures accuracy, consistency and continuous improvement. – Resilience & Adaptability – Responds constructively to change and operational pressure Key Performance Measures – Effective and timely resolution of site HR and ER matters. – Positive feedback from site management and colleagues. – Accuracy and integrity of HR data and payroll inputs. – Contribution to engagement, retention and wellbeing outcomes. – Delivery of site and Group HR initiatives. – Compliance with employment legislation, policy and accommodation standards. Key Relationships – HR Manager – alignment, escalation and project delivery. – Plant Manager and Supervisors – operational partnership and coaching. – Payroll – data accuracy and information flow. – HR Team – shared initiatives and best practice. – Colleagues – support, wellbeing and engagement. – External partners – training providers, occupational health, accommodation providers. INDETH-H