Job Overview

The HR Business Partner serves as the key business partner and trusted advisor for our Hastings, England site. They will provide strategic partnership, leadership and counsel for their business leaders. With a deep understanding of the business objectives, you will be able to translate site strategies into people goals and drive the execution in close partnership with the broader Aerospace, Defense & Marine HR team 

Your new role:

• Work in a safe and productive environment. At TE, safety is a shared responsibility and a core value.
• Act as a trusted HR Business Partner to site and Business Unit leadership. Proactively identify, analyse and prioritise business challenges. Translate these challenges into practical people and organisation solutions that support operational and strategic objectives.
• Develop a deep understanding of business cycles, operational priorities and talent requirements. Use this insight to shape and deliver people strategies that build workforce capability, resilience and flexibility in line with short- and long-term business goals.
• Operate as a core member of the Business Unit HR team. Lead the delivery of strategic talent management, organisation design and organisational effectiveness support across the Hastings site.
• Develop and own a site-specific strategic workforce plan in close partnership with site leadership. Ensure clear alignment to Business Unit and enterprise priorities.
• Partner effectively with HR Solutions teams and HR Centres of Expertise. Lead the coordinated delivery of HR services that directly enable site performance, productivity and growth.
• Contribute to the ongoing evolution of the HR operating model. Focus on improving HR effectiveness, simplifying processes and increasing HR impact for the business.
• Drive employee engagement and culture in partnership with HR Solutions, site leaders and the AD&M Business Unit. Translate engagement data into actionable insights and measurable improvement plans.
• Support a positive and inclusive workforce culture. Use results from the Every Voice Counts engagement survey to address concerns, strengthen trust and improve employee relations through practical actions and open dialogue between leaders and employees.
• Apply TEOA and continuous improvement principles to HR processes and services. Focus on efficiency, quality and customer experience.
• Design and deliver structured change management plans for key initiatives. Align timelines, communications and leader actions to support consistent and successful implementation.
• Provide coaching and challenge to leaders. Support capability building in areas such as change leadership, performance management, employee relations and organisational effectiveness.
• Champion and drive all core HR programmes and processes at plant level. This includes compensation planning, performance and talent calibration, succession planning and the annual talent calendar, ensuring alignment with Business Unit and enterprise guidelines.

Your ideal background:

• Bachelor’s degree required. A Master’s degree is strongly preferred. A qualification in HR or a related field is desirable.
• At least five years of progressive experience in an HR Business Partner role or similar environment.
• Demonstrated experience delivering impact in talent management, organisation design, change leadership and organisational development.
• Strong ability to influence, challenge and drive execution through close partnership with leaders and the broader HR organisation.
• Experience working effectively in a fast paced, international and matrixed environment.
• Strong project management skills with the ability to manage multiple priorities and deliver outcomes at pace.
• Excellent interpersonal skills. Proven capability in influencing, negotiation, collaboration and clear communication across all levels.
• Strong business acumen. Ability to understand customer needs, markets, operations and financial drivers and translate this understanding into people strategies that create value.
• Process driven mindset with a strong sense of ownership and urgency.
• Experience working with trade unions is desirable but not essential.

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• Proven experience managing complex and high-volume employee relations cases. This includes grievances, disciplinary processes and conflict resolution.
• Strong financial acumen with the ability to interpret financial data, budgets and forecasts to inform HR decisions and workforce strategies.