Senior Human Resources Business Partner

Greetings For the Day !!

About Us Algorithms Software is a leading technology company providing purpose-built software to the construction industry for over 30 years, with a global footprint spanning five countries. We closed a Series A funding round from Norwest Venture Partners in 2022 and are accelerating growth and innovation. Our flagship construction management software, Xpedeon, unifies commercial, finance and supply chain workflows to optimise profitability across all construction project types. By eliminating blind spots, Xpedeon unlocks dynamic collaboration and operational efficiency from project start to closeout. Website: xpedeon.com

Job Description: Senior HR Business Partner – People & Performance

We are looking for an experienced HR Business Partner to work closely with employees, Functional Heads and leadership across the employee lifecycle—from onboarding and performance management through to talent development, employee relations and HR governance. Talent Acquisition and routine HR administration are managed separately. The focus of this role is to understand our people, identify issues early and proactively ensure employees are set up to succeed, perform effectively and develop with the needs of the organisation. Location-CSMT Key Responsibilities: Onboarding, Induction & Probation Own the onboarding journey, ensuring a structured induction into Xpedeon, its business, culture, people and ways of working. Work with the Reporting Manager and Training Manager to create a role-specific onboarding and training plan that considers the employees’ existing strengths and is designed to help them become productive quickly. Act as a buddy and point of contact during the initial months, helping new employees settle in, build relationships, understand the culture and feel connected to the organisation. Stay closely involved throughout probation to ensure the employee is learning, receiving the right support and progressing as expected; identify issues early, provide appropriate training or course correction, and ensure probation decisions are based on demonstrated capability, performance and suitability for the role. Performance Management, Goals, Appraisals & Rewards Own the performance management process, working with Functional Heads and managers to ensure every employee has clear, meaningful and measurable goals aligned with departmental and organisational objectives. Ensure employees understand what is expected of them and how their performance will be measured, stay connected throughout the year to understand their progress, motivation and any challenges affecting their ability to achieve their goals. Use monthly scorecards and performance data to identify high performers, performance gaps and trends, and work with employees and managers to provide timely support, coaching or intervention where required. Manage underperformance and Performance Improvement Plans by understanding the root cause, giving employees a fair opportunity and appropriate support to improve, while maintaining clear accountability. Provide leadership with meaningful insights into employee performance, capability and motivation, highlighting areas requiring attention or action. Work with Functional Heads and Finance on performance-linked variable pay, ensuring rewards are based on agreed goals and demonstrated performance. Own the appraisal and calibration process, ensuring performance ratings are fair, consistent, evidence-based and reflect performance throughout the year. Organisation Structure & Talent Development Own and maintain the organisation chart, ensuring roles, designations and reporting relationships are clearly defined and current. Work with Functional Heads to understand the capabilities required for each role and assess whether employees are performing at the level expected of their role and designation. Identify employees requiring development or support, as well as high performers and high-potential employees who should be recognised, developed or considered for greater responsibilities and career opportunities. Identify critical roles and potential successors, ensuring individuals with potential receive the development and exposure required for future responsibilities. Identify capability and people gaps and determine with Functional Heads whether these should be addressed through development, internal movement or recruitment, working with Talent Acquisition where required. Employee Relations & Employee Pulse Maintain a strong pulse on employees across the organisation. Build trusted relationships with employees so that HR is approachable and issues can be identified and addressed early. Proactively identify signs of disengagement, dissatisfaction, conflict or potential attrition, understand the underlying reasons and work with employees and managers towards practical solutions. Handle sensitive employee matters including grievances, interpersonal conflicts and disciplinary issues with fairness, judgement, confidentiality and appropriate balance between employee and organisational needs. Understand what drives engagement, motivation and pride in Xpedeon, and recommend changes or initiatives that genuinely improve employee experience and culture. HR Advisory, Compliance & Governance Act as the senior HR advisor to leadership and Functional Heads on people-related matters requiring experience, judgement and discretion. Own and maintain oversight of immigration and visa requirements across all countries in which the organisation operates, including visa types, eligibility, quotas, validity and renewals; maintain accurate records and proactively flag expiries, regulatory changes and potential business constraints. Ensure HR policies and practices remain relevant, consistently applied and compliant with applicable statutory, regulatory and organisational requirements. Own HR-related ISO compliance, ensuring employee, training, competency, appraisal and other required HR documentation is complete, current, confidential and audit-ready. Keep abreast of changes in employment legislation and HR compliance requirements and ensure necessary actions are implemented. Candidate Profile 10+ years of relevant HR experience, with strong hands-on HR Business Partnering experience. Strong experience in performance management, goal setting, appraisals, variable pay and employee development. Experience working closely with employees, managers, Functional Heads and senior leadership. Strong people orientation, with the ability to build trust, understand individual concerns and handle difficult conversations with maturity and discretion. Able to use performance data and employee insights to identify issues, understand root causes and recommend practical actions. Proactive and willing to get involved rather than waiting for issues to be escalated. Sound judgement, common sense and the confidence to challenge employees and managers constructively when required. Strong understanding of HR governance, employee relations and compliance requirements. Experience in a technology, SaaS or professional services environment would be preferred.