Senior HR Business Partner

Senior HR Business Partner - Windsor

InterSystems is hiring an experienced and motivated Human Resources Business Partner (HRBP). The role will collaborate closely with senior leadership and internal stakeholders on a broad range of human‑resources‑related matters, including employee relations, performance, and development.

Partnering with Senior Management & Managers

• Serve as a trusted advisor and strategic partner to senior leadership and departmental managers on all HR-related matters.
• Provide support and coaching to managers in navigating complex HR issues, promoting fair and consistent decision-making aligned with business objectives.
• Collaborate with managers to align talent development and succession planning with the company’s long-term strategic goals.

 HR Policy & Procedures

• Keep up to date with employment law in order to develop, implement, and continuously refine HR policies and procedures in full alignment with legislation and corporate standards.
• Manage a centralised and up-to-date repository of HR policies and ensure ongoing visibility and accessibility through the intranet.
• Coach and support managers and employees on policy application, offering practical training and advice to embed consistency and compliance.
• Manage the background screening process where applicable.

Employee Relations & Performance Management

• Manage complex employee relations cases, including grievances, investigations, and conflict resolution with a pragmatic, fair, and legally sound approach.
• Manage the Flexible Working process to ensure all requests are dealt with consistently and in a timely manner.
• Provide day-to-day performance management guidance to line management to drive performance and capability through coaching, counselling, performance improvement plans.

Talent Development

• Assess, update, and drive improvements in the company’s performance management and employee development frameworks.
• Provide senior leadership with clear, timely performance data and recommendations to inform people decisions.
• Work with managers to identify skill gaps and recommend targeted learning and development solutions that support employee growth and business performance.
• Oversee the Graduate Training Programme in collaboration with the Recruitment Team.

Learning and Development

The HR Business Partner (HRBP) holds overall responsibility for the strategic management and coordination of employee learning and development initiatives, with a particular focus on soft skills development, LinkedIn Learning programs and performance appraisal training, ensuring alignment with business objectives and workforce capability needs.

• Partner with business leaders and managers to identify current and future skills gaps, translating these needs into targeted learning and development strategies that support employee growth, engagement, and business performance.
• Lead the planning, coordination, and oversight of soft skills training programs (e.g., leadership, communication, collaboration, performance management) and the effective use of LinkedIn Learning as a scalable learning solution.
• Manage and develop a direct report (Learning Services Coordinator), providing strategic direction and oversight while delegating operational tasks such as course identification, vendor coordination, and training logistics.
• Collaborate closely with the Learning Services Coordinator to evaluate, select, and manage training providers and learning solutions, ensuring quality, relevance, and cost-effectiveness.
• Maintain regular engagement with managers and leadership teams to proactively assess evolving training needs, workforce development priorities, and succession-related learning requirements.
• Oversee the collection, analysis, and interpretation of training data and metrics, including participation, completion rates, learner feedback, and program effectiveness.
• Prepare and deliver high-level training and development reports for senior regional management, highlighting insights, trends, return on investment, and recommendations for future learning initiatives.
• Ensure learning initiatives are aligned with regional and organisational HR strategies, talent development goals, and performance management processes.
• Continuously evaluate the effectiveness of learning programs and recommend enhancements or new approaches to improve capability development and organizational impact.

Recruitment & Retention

• Contribute to structured onboarding and offboarding processes to provide consistent and positive employee experience throughout the employee lifecycle.
• Identify process improvements to enhance the employee experience.
• In conjunction with the US team, to support the design, benchmarking, and communication of competitive reward structures in line with market standards and internal equity.
• Assist with supporting the Company’s Wellbeing initiatives and employee engagement activities.
• Assist with managing the annual performance review cycle, ensuring compliance with corporate timelines and standards, providing training where needed.

• Manage the exit interview process to analyse underlying trends and recommend proactive retention strategies based on qualitative and quantitative data.

Data Protection & HR Compliance

• Ensure compliance with GDPR working in collaboration with in-house  and external legal counsel.
• Maintain secure and compliant personnel records and HR documentation.
• Provide HR Representation in internal and external audits to ensure ISO accreditation and compliance standards are being met.

Strategic and Ad Hoc Projects

• Undertake strategic and ad hoc project work assigned by the Director of HR And Senior HR Manager.
• Actively shape local HR strategy to support evolving business priorities while preserving and promoting company culture.
• Assisting the local and wider EMEA HR Team as needed.

Qualifications & Experience

• Minimum 10 years’ experience in a senior HR role, preferably in an international organisation.
• Experience working with U.S.-headquartered companies and balancing local/global expectations.
• CIPD Level 5 or above is desirable.

Skills & Attributes

• Excellent interpersonal and communication skills, with the ability to influence and collaborate.
• Flexible and adaptable, able to respond quickly to changing priorities and business needs while retaining a positive can-do attitude.
• Proactive and responsive, with a strong sense of ownership and accountability in delivering HR support.
• Hands-on, organised, and detail-oriented, with a proactive approach to challenges.
• Strong facilitation, training, and conflict resolution capabilities.
• Tech-savvy with proficiency in MS Office and HRIS systems.

Why Join Us?

• Be a key member of the HR team supporting the growth and wellbeing of our workforce.
• Enjoy meaningful impact across multiple office sites, working with engaged teams and supportive leadership.
• Join a purpose-driven, people-first organisation with global reach and local accountability.
• Thrive in a collaborative and innovative work environment.

As an equal opportunities employer, InterSystems does not condone discrimination on the basis of age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity, or marriage and civil partnership.

We aspire to have a diverse and inclusive workplace and strongly encourage suitably qualified applicants from a wide range of backgrounds to apply and join our organization.