HR Business Partner

Strategic Business Partnering

• Build trusted and credible relationships with senior leaders and managers to develop a strong understanding of operational objectives, pressures, risks and resource requirements.
• Translate business plans into practical people priorities and solutions, providing clear options, while balancing immediate operational needs with longer-term people, culture and organisational objectives.
• Work closely with the wider HR team to ensure a consistent, joined-up and responsive HR service across Loganair.

Organisational Design and Change

• Partner with senior leaders on organisational design and network change, ensuring the people, operational, commercial and legal requirements are fully considered.
• Lead the people aspects of organisational change, including business cases, role structures, selection processes, consultation plans and implementation, ensuring change is communicated clearly, sensitively and effectively.
• Manage and support meaningful individual and collective consultation, ensuring processes are well planned and documented, with lessons captured to continuously improve future change programmes.

Leadership and Management Capability

• Coach operational leaders and managers to manage people confidently, consistently and independently, applying sound judgement and leading with fairness and empathy.
• Build management capability through practical advice, toolkits, workshops, briefings and case-based learning, contributing to the development and delivery of a Loganair Leadership and Management Academy.
• Drive greater management ownership and accountability, demonstrated through improved decision-making, increased confidence and reduced dependency on HR for routine people matters.

Culture and Employee experience

• Act as a visible custodian of Loganair’s culture and values, encouraging employees to role-model respectful, inclusive and accountable behaviours and constructively challenge behaviours that undermine trust.
• Champion a positive and consistent employee experience, supporting communication, engagement, wellbeing and belonging while identifying and addressing barriers within policies, processes and management practices.
• Embed equality, diversity and inclusion into everyday decision-making and organisational change, recognising and sharing positive examples of leadership and people management across the operation.

Trade Union and Employee Engagement

• Build and maintain open, constructive and professional relationships with recognised trade unions and employee representatives, based on trust, consistency and transparency.
• Partner with senior leaders to ensure they understand and fulfil their responsibilities under collective agreements and consultation arrangements, providing clear, balanced and objective advice.
• Identify emerging employee and industrial relations risks and support early intervention, ensuring consultation, briefing materials, correspondence and meeting records are clear, accurate and appropriately documented.

Resource and Talent Planning

• Partner with operational leaders to understand current and future workforce requirements, critical skills and resource risks, ensuring people plans support network and operational priorities.
• Constructively challenge recruitment requirements and support initiatives that improve career development and internal progression, including role redesign, recruitment, development, succession and redeployment.
• Support effective recruitment and selection for key operational and leadership roles, working with managers to strengthen candidate experience, onboarding, early retention and succession planning.