People & Culture Business Partner

About the role

People & Culture Business Partner NEW CAREER OPPORTUNITY Build your career with Kraken Robotics. Make a difference to others. If innovation drives you, and you want a career that makes a difference to the world, helping humanity overcome the challenges in our oceans – safely, efficiently, and sustainably – then come join us at Kraken Robotics. Kraken Robotics is currently recruiting for a People & Culture Business Partner to join our Blackbushe, United Kingdom Office. The People & Culture Business Partner supports assigned business groups by delivering practical people solutions, coaching managers, and helping implement People & Culture programs aligned with business needs. Working under the guidance of the People & Culture Manager, Business Partnering, this role provides day-to-day support across employee relations, performance management, engagement, workforce planning, compliance, and employee experience initiatives. ROLES AND RESPONSIBILITIES Strategic HR Support: • Support assigned leaders and teams with the implementation of people plans, programs, and processes aligned with business priorities. • Provide guidance to managers and employees on people-related matters including employee relations, performance management, policy interpretation, compensation processes, and talent development. • Assist with initiatives that improve employee engagement, retention, productivity, and overall employee experience. • Support delivery of People & Culture programs and annual processes, including performance reviews, compensation cycles, engagement activities, and policy rollouts. • Escalate complex or high-risk matters to the People & Culture Manager while maintaining timely follow-through on assigned actions. • Collaborate with People & Culture Centres of Excellence to deliver coordinated solutions that address and support the business needs and priorities. Culture & Employee Engagement: • Promote a positive organizational culture by implementing programs and initiatives that enhance employee experience and morale. • Support culture and change management activities by helping leaders communicate changes and reinforce the company’s values and expected behaviours. • Contribute to initiatives that support inclusion, belonging, wellbeing, and positive employee experience. • Support employee forums as required by helping coordinate and facilitate meetings, capture employee feedback, and follow up on agreed actions to promote meaningful employee voice and engagement. Talent Management & Development: • Support talent discussions, development planning, and succession planning activities by gathering information, documenting outcomes, and following up on agreed actions. • Assist with job levelling, role documentation, and compensation processes by providing inputs, analysis, and administrative support as required. • Support employees and managers through key stages of the employee lifecycle, including onboarding, probation reviews, internal movement, performance, development, and offboarding. • Coordinate or facilitate training and development activities that improve manager capability and employee performance. • Coach managers on performance management fundamentals, documentation expectations, and development planning. Employee Relations & Conflict Resolution: • Lead the resolution of employee relations matters by gathering and assessing information, advising stakeholders, documenting issues and outcomes, attending formal meetings as the P&C representative as required, and ensuring compliance with employment standards, company policies, and best practices. • Provide coaching and support to managers and employees on workplace concerns, escalating sensitive or complex matters as appropriate. • Lead sickness absence management by advising managers and employees, monitoring cases, making Occupational Health referrals, advising on return-to-work and accommodation plans, maintaining appropriate documentation, and ensuring consistent application of company policies and legal requirements. HR Metrics & Reporting: • Review and summarize people data and metrics to identify trends and support informed decision-making. • Prepare reports, summaries, and recommendations to support follow-up on people-related trends and issues. Change Management & Organizational Development: • Support organizational development efforts and change initiatives. • Assist leaders with change communication, adoption planning, and employee feedback during organizational changes. Compliance & Policy Development: • Provide guidance on employment standards, labour regulations, and internal policies, seeking support on complex compliance matters as required. • Contribute to the review, communication, and consistent application of People & Culture policies, procedures, and practices. EDUCATION, QUALIFICATIONS AND EXPERIENCE Required Qualifications: • Bachelor’s degree in Human Resources, Business Administration, or related field • Several years of progressive experience in human resources or a related field, preferably with exposure to employee relations, performance management, talent development, and organizational support. • Strong knowledge of HR laws, regulations, and best practices. • Experience supporting employee engagement, performance management, employee lifecycle, and manager coaching activities. • Ability to work independently, be resourceful, and manage multiple priorities in a fast-paced environment. • Possess the highest regard for quality, health, safety, and environment. • High level of computer proficiency in MS Word, MS Excel, and MS PowerPoint. • Certification in HR (e.g., SHRM-CP, PHR) is preferred but not required. SKILLS AND COMPETENCIES Relationship Building and Communication: • A collaborative and empathetic partner who builds strong relationships and works effectively with managers, employees, and People & Culture colleagues. • Strong verbal and written communication skills, with the ability to communicate clearly and effectively across the organization. • Ability to coach and influence managers to promote consistent, fair, and effective people practices. Analysis and Decision-Making: • Strong analytical, problem-solving, and decision-making skills, with the ability to develop practical and innovative solutions to business challenges. • Ability to understand business strategy and context, ask relevant questions, and align people solutions and problem-solving approaches with organizational priorities. • Sound judgment and the ability to make decisions that reflect a global perspective and support collaboration across functions and geographical boundaries. Integrity and Accountability: • High integrity and a strong commitment to upholding compliance requirements, organizational policies, and company values. • Ability to manage multiple complex matters and prioritize competing projects effectively. Change Management: • Ability to support change management initiatives using a practical, employee-focused approach. People & Culture Yateley, United Kingdom Share on: