HR Business Partner

Gemini Worktops is a rapidly growing family-owned business. Due to continued and significant growth, we are now looking for an experienced, professional and reliable HR professional to join the team at Head Office at Rossmoor Park near Pocklington.

This is a fantastic opportunity to join a very successful SME business with a creative, positive, and growth-oriented culture, supporting both at our Head Office team and our factory in Middlesbrough.

HR Business Partner - Salary: £40k-£45k (pro rata) - Full or Part Time – Based on-site at Rossmoor and Middlesborough with travel across both sites.

The successful candidate will be a confident communicator, skilled at building strong relationships with managers and employees across the business, and comfortable working both strategically and operationally.

We are open to considering applications for either full-time or part-time hours, and we offer an element of hybrid working (one day per week working from home). Candidates will be expected to work at both locations so a willingness to travel is required.

Role Purpose

The HR Business Partner plays a key role in supporting operational leaders across both sites with expert people guidance, sound judgement, and a strong sense of fairness. You will be responsible for a mix of day-to-day HR activity and longer-term planning to support the development and retention of a skilled workforce. This role suits someone who thrives in a busy, solutions-focused environment and enjoys influencing across a range of stakeholders.

1. Employment Relations & Advice

• Provide first-line, legally sound advice on employment issues including performance management, grievances, disciplinaries, and conflict resolution.
• Lead and document formal ER processes, ensuring fairness and procedural compliance.
• Support employee capability planning and improvement interventions.
• Foster positive working relationships and an inclusive environment across all levels of the organisation.

2. Recruitment & Onboarding

• Manage recruitment end-to-end: drafting role profiles, advising on advertising channels, shortlisting, coordinating interviews, and managing offers.
• Ensure recruitment activity aligns with business needs and reflects the company’s values.
• Deliver smooth and engaging onboarding experiences that support early engagement and productivity.

3. Policy & Contract Management

• Maintain and continuously update employee contracts, templates, and HR policies in line with legislation and business strategy.
• Ensure fair and consistent policy application across both sites.
• Lead on internal policy reviews and communicate updates to key stakeholders.

4. HR Administration & Systems

• Maintain employee records and documentation in accordance with GDPR and internal procedures.
• Provide timely data for payroll processing, contract changes, and reporting.
• Support automation and streamlining of administrative processes for improved efficiency.

5. Attendance & Absence Management

• Track and review sickness absence trends, managing proactive interventions with line managers.
• Promote wellbeing initiatives and support the reduction of unplanned absence.

6. HR Strategy, Planning & People Metrics

• Contribute to the design and delivery of the HR strategy aligned with operational goals.
• Work with leadership to develop site-level people plans including succession, resourcing, and capability planning.
• Collect, analyse, and report on people data such as turnover, absence, engagement, and training outcomes.
• Provide actionable insights to improve decision-making and track the impact of HR initiatives.

7. Stakeholder Engagement & Culture

• Build effective relationships with employees, supervisors, and operational leaders across both sites.
• Act as a visible and trusted HR partner, supporting employee engagement and cultural alignment.
• Represent HR in site meetings and cross-functional forums.
• Collaborate with external partners including legal advisors, training providers, and recruitment agencies.

Person Specification

Experience & Qualifications

• Proven HR generalist experience (typically 3–5 years), including managing ER cases from informal resolution through to formal hearings.
• Background working within production, manufacturing, logistics, sales, or similarly operational sectors.
• Sound knowledge of UK employment law and practical application in a multi-site setting.
• Experience supporting or contributing to HR strategy implementation and people metrics reporting.
• CIPD Level 5 qualification (or working towards) is strongly preferred.
• Valid UK driving licence and willingness to travel regularly between sites.

Skills, Knowledge & Behaviours

• Strong communication skills – able to build trust, explain complex matters simply, and listen actively.
• Confident decision-maker with a logical, evidence-based approach.
• Proactive, self-motivated, and able to work independently while staying connected to team goals.
• Skilled in coaching managers and influencing at all levels.
• Demonstrates sound judgement, tact, and emotional intelligence in sensitive situations.
• Excellent organisation skills with strong attention to detail and confidentiality.
• Comfortable using HRIS systems and producing data-driven reports.
• Values-driven: promotes fairness, inclusion, and continuous improvement in every interaction.