HR Business Partner - Assets & Infrastructure

HR Business Partner - Assets & Infrastructure

Application Deadline: 10 August 2026

Department: Support Functions

Employment Type: Permanent

Location: Manchester Office

Greenergy delivers safe, efficient and reliable fuel solutions to customers across road, aviation and marine sectors. As an international transportation fuel supplier, we combine traditional and renewable energy solutions to support our customers through the energy transition.

Commitment to innovation and a drive to do things differently have seen Greenergy grow from a bedroom start-up to supply transport fuels in the UK, Ireland and Canada, as well as being a leading European manufacturer of waste-based renewables.

Are you an experienced HR Business Partner who enjoys working closely with operational leaders and having a visible impact across a business?

We're looking for a commercially minded HR Business Partner to support our Assets & Infrastructure portfolio. You'll partner with leaders across a predominantly operational and blue-collar workforce, translating business priorities into practical people plans that strengthen leadership capability, workforce planning, employee engagement and organisational performance.

This is a varied role combining strategic business partnering with hands-on support across complex employee relations, organisational change, talent and succession planning, and continuous improvement. You'll need strong operational HR experience, sound knowledge of UK employment law and the confidence to coach and constructively challenge leaders at all levels.

The role is based in our Manchester office, with three office-based days each week and regular travel to Greenergy sites and business locations, including Plymouth and Middlesbrough.

This is one of three newly created HR Business Partner opportunities within our evolving HR team. We are also recruiting HR Business Partners to support our Finance & IT and Corporate & Commercial functions.

Key Responsibilities

Strategic Business Partnering:

• Act as the dedicated HR Business Partner for the Assets & Infrastructure portfolio, building trusted relationships with operational leaders and managers
• Partner with leaders to develop and deliver people plans aligned to business objectives and the People Strategy
• Provide strategic advice and constructive challenge to improve organisational effectiveness, workforce planning and operational performance
• Identify people-related risks, trends and opportunities, recommending practical and commercially focused solutions
• Interpret workforce analytics and people insights to influence decision-making and improve organisational performance
• Support workforce planning, organisational effectiveness and capability development across the operational business
• Build strong relationships with operational leadership teams through regular site visits and visible HR support, ensuring a thorough understanding of business challenges and priorities.

Talent, Capability & Performance:

• Partner with leaders to attract, develop and retain talented colleagues across operational teams
• Lead talent reviews and succession planning activities for key operational roles
• Work with the Talent & Development team to deliver leadership development and organisational capability initiatives
• Support performance and development processes, ensuring a clear link between performance, capability and career progression
• Promote a high-performance culture through effective performance management, accountability and continuous development
• Coach frontline managers to strengthen people management capability and leadership effectiveness, improving confidence in managing operational teams.

Leadership & Employee Experience

• Coach leaders to strengthen people management capability and leadership effectiveness
• Support leaders to build engaged, high-performing teams and deliver local engagement action plans
• Champion a positive employee experience through consistent application of people policies and practices
• Support organisational change, restructures and transformation programmes
• Partner with the SHEQ team and operational leaders to support health, safety and wellbeing initiatives, ensuring people considerations are embedded into operational improvement projects
• Promote a positive employee relations culture that supports engagement, wellbeing and safe ways of working across operational sites.

Employee Relations:

• Lead a medium volume of complex employee relations matters, including disciplinary