Unilever

PSL Human Resources Business Partner (HPC)

Port Sunlight Factories

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hirly's read of this role

Role family: HR
Seniority: Mid level
Country: GB
Work mode: On-site / unstated
First seen by hirly: 7 Nov 2026

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the posting

JOB TITLE: Site HR Business Partner (HPC)
WORK LEVEL: WL2C
LOCATION: Port Sunlight Factories (Site Based)

This is a senior HR Business Partner opportunity to shape the people agenda for one of Unilever’s most iconic manufacturing locations. Based at Port Sunlight Factories, the role partners with two Factory Directors and their leadership teams across a large, unionised, multi-factory environment, influencing the leadership, organisation and workforce choices that enable delivery of the factory masterplan.
The role translates site, category and Supply Chain priorities into a focused people strategy that supports performance today while building future workforce readiness. It requires a commercially minded HR leader who can provide strategic challenge, insight and coaching to senior leaders, using people data, organisational diagnostics and external awareness to strengthen decision-making, leadership effectiveness and organisational health.
Port Sunlight produces Home Care, Home & Hygiene and Personal Care products, including fabric washes and conditioners, bleach and surface sprays, shower gel and shampoo. The HRBP must therefore operate confidently in a fast-paced manufacturing setting, balancing operational delivery, employee and industrial relations, transformation and long-term capability building.
Working through the broader HR model, including People Experience, Learning and Development, Expertise teams and employee/industrial relations partners, the HRBP ensures integrated HR delivery while personally leading the strategic people priorities that have the greatest impact on site performance, culture and transformation.

MAIN JOB PURPOSE
The Site HRBP shapes and leads the people and organisation strategy for Port Sunlight Factories, ensuring the site has the leadership capability, workforce model, culture and employee relations environment required to deliver current performance and future transformation.
The role acts as a senior strategic partner to two Factory Directors and their leadership teams, influencing beyond immediate HR delivery to shape organisation design, capability investment, leadership effectiveness and future workforce plans.
The role converts business priorities into practical people interventions across strategic workforce planning, talent and succession, capability building, engagement, employee and industrial relations, change management and the People Development agenda under the Unilever Supply Chain System.
Success in the role requires balancing day-to-day operational complexity across a unionised, multi-factory environment of over 500 employees with the longer-term organisational choices needed to deliver the factory masterplan and broader Supply Chain priorities.

KEY ACCOUNTABILITIES
Strategy and Business Partnering
Partner with two Factory Directors and their leadership teams as a senior strategic advisor, translating site, category and Business Unit priorities into a clear people and organisation plan that enables delivery of the factory masterplan and broader Supply Chain priorities.
Use business insight, people data, external awareness and organisational diagnostics to anticipate risks, identify strategic opportunities and shape interventions that improve performance, productivity and organisational health.
Represent the site people agenda in senior forums, influencing cross-functional stakeholders and ensuring people implications are built into business decisions, investment choices and transformation plans.
Resourcing, Talent and Succession
Lead strategic workforce planning and organisation design across the Port Sunlight factory environment, shaping future-fit structures, capability pipelines and leadership capacity to meet current performance demands and future transformation requirements.
Own and drive the site talent and succession agenda for critical leadership and capability roles, strengthening leadership pipelines, succession depth and development plans for priority populations.
Capability and Development
Lead the People Development agenda under the Unilever Supply Chain System, including the WCM People Development Pillar and HR for Factories strategy, ensuring people priorities are embedded into site performance and continuous improvement plans.
Coach and challenge senior leaders to build high-performing, inclusive and accountable teams, strengthening leadership effectiveness, strategic decision-making, collaboration and ownership across the site leadership system.
Cost and Overheads
Partner with site leaders to ensure people plans, organisation design choices and workforce interventions are commercially robust, support productivity delivery and align with agreed cost and overhead targets.
Lead annual pay negotiations alongside the Site Directors and relevant leadership stakeholders, ensuring robust preparation, clear governance, effective stakeholder alignment and sustainable outcomes.
Employee and Industrial Relations
Lead the site employee and industrial relations strategy, building constructive and credible relationships with Trade Union representatives, supporting effective consultation, and ensuring risk-based, legally compliant and values-led decision-making.
Provide strategic oversight of complex ER/IR matters, organisational change, restructures, consultation activity and workforce interventions, ensuring appropriate risk mitigation and alignment with employment law, policy and business principles.
Culture and Engagement
Drive culture, engagement and organisation health across the site, using insight from employee listening, leadership diagnostics and business performance data to shape practical actions that improve the employee experience and business outcomes.
HR Leadership and Delivery
Partner with People Experience, Learning and Development, Expertise teams and broader HR colleagues to ensure effective delivery of HR processes, policies, programmes and employee lifecycle activity across the site.
Line manage and develop the site HR and Learning team, creating clear priorities, strong delivery discipline and an integrated HR service that supports manufacturing leaders and employees effectively.
Lead or contribute to strategic HR and Supply Chain projects that support transformation, simplification, capability building, productivity and enterprise-wide HR priorities beyond the immediate site agenda.
KEY PERFORMANCE MEASURES/INDICATORS
Resourcing: Strategic workforce plan delivered and actively governed, with measurable progress on critical role coverage, vacancy risk, skills gaps, organisation design actions and future capability requirements.
Succession: Improved succession health for critical leadership and capability roles, evidenced through succession coverage, quality of development plans, movement of priority talent and leadership pipeline readiness.
Cost: People plans and organisation choices support agreed productivity, cost and overhead targets, including workforce efficiency, commercially robust change plans and sustainable pay negotiation outcomes.
PD Pillar Assessment: Measurable progress against the People Development agenda, including delivery of agreed WCM/People Development Pillar actions, leadership capability plans, skills development priorities and assessment outcomes.
Engagement Score: Positive movement in engagement score, supported by employee listening results, leadership action plan completion, measurable progress against agreed site people priorities and a stable, constructive employee and industrial relations climate.

PROFESSIONAL SKILLS
Strategic HR business partnering with senior operational leaders in a complex, unionised manufacturing environment.
Strong business and commercial acumen, with the ability to connect people priorities to safety, quality, service, cost, productivity, innovation, sustainability and transformation outcomes.
Organisation design, workforce planning and capability building experience, incl

Original posting on Unilever's site ↗

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