Senior HR Business Partner

**Strategic Workforce Planning & UK Analytics**

• •Lead strategic workforce planning for engineering functions, forecasting permanent headcount requirements aligned to UK defence and commercial aviation pipelines.
• •Partner closely with Talent Acquisition to translate workforce plans into hiring strategies, ensuring timely delivery of critical engineering capability.
• •Analyse workforce data and market insights to identify talent gaps across key engineering disciplines and inform proactive hiring and retention strategies.
• •Develop and present data-driven workforce and retention plans to the Executive Team, with clear linkage to budget, cost modelling, and long-term capability needs.
• •Own and track key workforce KPIs (e.g., attrition, time-to-fill, vacancy rates, utilisation trends), providing actionable insights to senior stakeholders.
• •Drive a culture of data fluency within HR, leveraging advanced analytics to support evidence-based decision-making.
• •Facilitate internal mobility and workforce optimisation initiatives, maximising utilisation of existing engineering capability across programmes.

**HR Operations, Data Integrity & UK Compliance**

• •Ensure compliant onboarding processes, including Baseline Personnel Security Standard (BPSS) and National Security Vetting (NSV).
• •Take ownership of HR Information Systems (HRIS), ensuring data is accurate, clean, up-to-date, and fully compliant with UK GDPR requirements.
• •Act as a custodian of people data integrity, driving continuous improvement in data quality, reporting standards, and system utilisation.
• •Manage employee relations matters, including grievance processes and tribunal risk mitigation, in line with UK employment law.
• •Lead annual performance and compensation review cycles in line with ACAS guidance and organisational frameworks.
• •Ensure compliance with Health and Safety Executive (HSE) and Civil Aviation Authority (CAA) regulations.

**Talent, Engagement & Development**

• •Develop and implement data-led retention strategies to address engineering skills shortages and improve employee engagement.
• •Support Talent Acquisition in building long-term talent pipelines and employer value proposition (EVP) initiatives.
• •Oversee Learning & Development activity, ensuring alignment to business needs and future capability requirements.
• •Partner with functional leaders to identify critical skill gaps and support targeted development initiatives.

• •Proven experience operating as a strategic HR Business Partner within an engineering, aerospace, or technical organisation.
• •Demonstrated ability to influence and present at executive level, translating complex workforce data into clear, commercially focused recommendations.
• •High level of data fluency, with strong capability in workforce analytics.