Regional HR Business Partner

Overview

At Benjamin Moore, we empower our team members to achieve their goals and make a positive impact in our communities. We offer a rewarding and inspiring work environment that fosters creativity, collaboration, and a strong sense of camaraderie. Our culture of excellence and transparency encourages our colleagues to bring their authentic selves and unique perspectives/ideas every day. With 140 years of rich history behind our brand, we know that our people are the driving force behind our success. We believe in investing in our colleagues by offering work-life balance, competitive/ benefits, ongoing learning/continuing education, and skill development. Through a positive and engaging workplace, we facilitate growth, development, and fulfillment for all.

Join us and be a part of a brand that inspires creativity, innovation, and passion in support of locally-owned stores around the world.

Job Summary

The Regional HR Business Partner (RHRBP) is a trusted adviser and strategic partner to support leaders, managers and supervisors across Benjamin Moore Prudhoe Ltd.'s Manufacturing Plant, Benjamin Moore UK Ltd.'s Headquarters in Slough. The role provides expert HR guidance and support to enable effective people management, strengthen organisational capability, and drive business performance while building trusted relationships with all levels of the organization.

The successful candidate will be collaborative, confident, influential, and proactive, with the ability to navigate a complex, matrix organisation, challenge constructively and provide practical solutions to people and business challenges.

Responsibilities

• The HRBP will understand the business and provide guidance and make decisions that support the organizations' financial, operational, and strategic goals in collaboration with HR policies and processes.
• Provide day-to-day guidence and coaching to managers and supervisors on employee relations matters, including disciplinary actions, grievances, absence management and performance issues ensuring appropriate, timely and objective resolution.
• Lead and support employee relations investigations, ensuring they are thorough, objective, appropriately documented, and completed in a timely manner.
• Advise managers and employees on the interpretation and application of HR policies, procedures and guidelines, ensuring consistency and fairness across the organisation.
• Maintain up-to-date knowledge of UK employment legislation and HR best practice, providing advice that supports compliance and minimises employment-related risk.
• Support organisational change and transformation programmes, including workforce planning, restructuring, organisational design, and other business change initiatives.
• Provide guidance on succession planning, talent management and workforce development to support current and future organisational needs.
• Use people data, reporting and workforce insights to identify trends, inform decision-making and measure the effectiveness of HR initiatives.
• Partner with Talent Acquisition, hiring managers and local HR/administrative teams to support the full recruitment, selection and onboarding process.
• Coordinate all aspects of the onboarding process to ensure a seamless and compliant new starter experience, partnering with hiring managers and internal stakeholders to facilitate pre-employment requirements, new hire documentation, system access, orientation and policy acknowledgements. Ensure employee records are maintained in a central repository and managed securely and confidentially in accordance with company policies and data protection requirements.
• Champion and support the implementation of corporate HR programmes, initiatives and policies, ensuring effective communication, adoption and compliance.
• Build strong relationships across the business to understand operational challenges and proactively identify people-focused solutions.
• Promote positive employee engagement, model organisational values, supporting an inclusive, respectful and high-performing workplace culture.
• Work collaboratively with colleagues across HR and the wider organisation to ensure consistent and effective HR practices across the region.
• Travel to regional sites as required to provide HR support and maintain effective relationships with local management teams and employees. Approximately 25% travel is required.

Qualifications

• CIPD Level 5 qualification or above, or a relevant degree in Human Resources or a related discipline.
• 7+ years of progressive HR Business Partner or HR Generalist experience, ideally including site-based or field HR experience.
• Strong knowledge and practical experience of UK employment legislation, employee relations and HR best practice.
• Experience supporting manufacturing, distribution or Supply Chain environments is preferred.
• Proven experience partnering with senior leaders and operating effectively within a complex, matrix organisation.
• Demonstrated experience designing and delivering strategic HR projects aligned with organisational objectives, such as succession planning, workforce planning, organisational design and reward or compensation initiatives.
• Strong commercial and business acumen, with the ability to understand operational priorities and translate them into effective people strategies and solutions.
• Demonstrated ability to balance strategic HR partnership with hands-on, operational HR support.
• Proven experience coaching and developing line managers, including the ability to support managers through challenging employee relations and performance situations.
• Strong influencing, facilitation, negotiation and problem-solving skills, with the confidence to challenge constructively when appropriate.
• Excellent written and verbal communication skills, with the ability to communicate effectively with employees and leaders at all levels.
• Strong interpersonal skills, including the ability to build trusted relationships across multiple locations and with remote management teams.
• Demonstrated ability to handle confidential and sensitive employee matters with professionalism, discretion, and sound judgement.
• Proactive, self-directed, and resilient approach, with the ability to manage competing priorities and operate effectively in a changing environment.
• Strong collaborative working style, with the ability to work effectively across HR and wider business functions.
• Proficiency in Microsoft Office, including Word, Excel and PowerPoint. HRIS experience in Dayforce a plus.