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.
