Senior Human Resources Business Partner

OP Specialty Bracing is growing, and we believe our team is the key to our success. We are hiring a Senior Human Resources Business Partner to join our team. If you are a motivated, caring individual who wants to make a difference in the lives of children, we encourage you to apply today!

Position Summary: 

The Senior HR Business Partner will establish and lead HR support across its growing international operations. This is a unique opportunity for a hands-on HR professional who enjoys building, developing and improving HR infrastructure in a fast-paced, evolving business. The successful candidate will initially take ownership of the international employee lifecycle, partnering with business leaders and employees while establishing consistent HR policies, processes, systems, and practices.

This role extends well beyond traditional HR business partnering. The individual will be responsible for developing the structure and processes needed to support international operations, completing the international Rippling implementation, strengthening employee relations practices, improving operational efficiencies and supporting continued organizational growth. 

The role will also play an important part in future mergers and acquisitions, including HR due diligence, integration planning, and execution. As the international HR foundation becomes established, the individual will have the opportunity to take on broader global HR initiatives and strategic projects across OPSB. We are looking for someone who is comfortable taking ownership, navigating ambiguity, resolving challenges, and turning ideas into practical, sustainable solutions.

Key Responsibilities:

1. International HR Business Partnership:

• Serve as the primary HR business partner for international operations.

• Build strong relationships with business leaders, managers, and employees.

• Provide full employee lifecycle support, including recruitment, onboarding, employee relations, performance management, and offboarding.

• Coach managers on leadership effectiveness, performance, accountability, and employee development.

• Partner with leadership in workforce planning, organizational structure, and employee engagement.

• Provide practical, commercially minded HR guidance while balancing business needs and local employment requirements.

2. HR Infrastructure, Policies & Processes:

• Build and establish a consistent international HR operating framework.

• Review, organize and develop HR policies, employee handbooks, and employment documentation.

• Identify gaps in existing HR practices and independently develop solutions.

• Establish standardized processes for onboarding, offboarding, employee changes, leave, performance management, and employee records.

• Develop HR calendars, compliance trackers, reporting tools, and documentation standards.

• Create scalable processes that can be leveraged as the business continues to grow and acquire additional organizations.

3. Employee Relations & Conflict Resolution:

• Independently manage employee relations matters, investigations, grievances, disciplinary processes and performance concerns.

• Navigate difficult conversations and resolve workplace conflicts with confidence and sound judgment.

• Coach managers through challenging employee situations and improving management accountability.

• Identify potential employee relations risks and proactively recommend solutions.

• Build credibility with employees and leadership while maintaining confidentiality and consistency.

4. HRIS, Payroll & Operational Improvement:

• Take ownership of completing and optimizing the international Rippling implementation.

• Coordinate employee data, system configuration, workflows, reporting, and adoption.

• Partner with Finance and payroll providers to improve and consolidate international payroll processes.

• Evaluate existing HR systems, external providers, and administrative processes to identify opportunities for efficiency and cost savings.

• Establish reliable HR data, reporting, and internal controls.

• Drive technology adoption and ensure managers and employees understand and appropriately use available systems.

5. Benefits, Compensation & Compliance:

• Review existing international benefits and compensation structures.

• Support annual compensation and benefits reviews.

• Identify opportunities for greater consistency, efficiency, and alignment.

• Establish appropriate local employment compliance processes and documentation.

• Partners with local advisors where specialist legal or regulatory guidance is required.

• Ensure HR practices reflect applicable employment legislation and local requirements.

6. Mergers & Acquisitions / Integration:

• Support HR due diligence for current and future acquisitions.

• Identify employment, compensation, benefits, payroll, compliance, and organizational risks.

• Lead the HR integration workstream for acquired businesses.

• Develop and execute integration plans covering employee data, policies, systems, payroll, benefits and employment documentation.

• Support leadership through organizational transitions and change management.

• Build repeatable integration processes that can be leveraged across future acquisitions.

7. Global HR Projects & Strategic Initiatives:

• Take ownership of additional HR projects across OPSB as international operations become established.

• Support global policy and benefits harmonization.

• Lead process improvement and HR technology initiatives.

• Support organizational design, workforce planning, and leadership development.

• Partner with the HR Director on strategic projects and broader organizational priorities.
• Performs all other duties as assigned by manager.

Qualifications & Experience:

• Bachelor’s degree in human resources, Business Administration or related field preferred.

• CIPD qualification, ideally Level 5 or above, or equivalent experience.

• Minimum 7 years of progressive HR experience, with significant business partnering responsibility preferred.

• Demonstrated experience independently managing employee relations and complex workplace matters.

• Strong knowledge of UK employment legislation.

• Proven experience developing HR policies, processes, and infrastructure.

• Experience supporting multiple business units, entities, or locations.

• Experience with HRIS implementation, payroll transitions, or operational process improvement.

• M&A, acquisition due diligence or post-acquisition integration experience is strongly preferred.

• Strong project management and organizational capabilities.

• Experience partnering with senor leadership and influencing business decisions.

The Ideal Candidate:

The successful candidate will demonstrate the following:

• Builder mentality: Enjoys creating structures, processes and infrastructure where they may not currently exist.

• Independent operator: Can take ownership of an assignment, develop a plan and execute without requiring constant direction.

• Conflict resolution: Confident navigating difficult employee situations and challenging conversations.

• Strong execution: Moves quickly, manages competing priorities and follows projects through completion.

• Commercial mindset: Understands how HR decisions impact operational performance, business risk, and financial outcomes.

• Adaptability: Comfortable working in a growing organization where priorities and business needs evolve.

• Relationship builder: Can establish trust and credibility with leaders and employees across different locations and cultures.

• Organized and accountable: Develops processes, tracks deliverables and ensures deadlines and commitments are met.

Working Arrangement:

This is a UK-based remote position. However, the role requires regular in-person engagement with international business locations and leadership teams.

A consistent travel and site-visit cadence will be established as the individual becomes familiar with the business and its operational needs. Additional travel may be required to support acquisitions, integration projects and broader business initiatives.

Initial Priorities:

During the first 12 months, the individual will be expected to:

• Assess existing international HR infrastructure, policies, processes, systems, and compliance.
• Establish relationships with international leadership and employees.
• Complete the international Rippling implementation and drive adoption.
• Organize and standardize international HR policies and documentation.
• Establish consistent employee lifecycle processes and compliance tracking.
• Improve payroll and HR operational processes while identifying opportunities for vendor consolidation.
• Independently manage employee relations matters and provide effective leadership support.
• Develop a repeatable HR framework to support future acquisitions and integration.

Long-Term Opportunity:

This position is designed to grow beyond the current international employee population. The successful candidate will become an important part of the broader OPSB HR organization, supporting international expansion, future acquisitions, and strategic global HR initiatives.

The goal is to establish a scalable international HR function that supports business growth while improving consistency, accountability, operational efficiency, and employee experience.

Benefits Offered for Eligible Employees:

• Medical Insurance

• Dental Insurance

• Vision Insurance

• Long & Short-Term Disability

• Life Insurance and AD&D

• Retirement Savings Plan

• Paid Time Off (PTO) & Holidays

Equal Opportunity Employer:

OPSB is proud in its commitment to creating a diverse workforce and providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, parental status, national origin, age, disability, citizenship status, genetic information or characteristics, marital status, status as a Vietnam era veteran, special disabled veteran, or other protected veteran in accordance with applicable federal, state and local laws, and any other characteristic protected by law.

#HP

At OP Specialty Bracing, kids are at the heart of everything we do. Our cause is simple: to improve the lives of children with orthopedic conditions and support their families every step of the way. From fractures and clubfoot to cerebral palsy, scoliosis, plagiocephaly, limb loss, and more, our certified clinical team treats the whole child in partnership with their care team. Helping kids is what we do; changing their lives is how we make a difference.

OPSB offers specialized pediatric clinics across the country, including in major children’s hospitals, ensuring that every child gets top-notch, kid-focused care. Our pediatric focus means that all our resources, from products to educational videos and print materials, are designed specifically towards the treatment of kids. With a growing library of resources and patient stories, we make the transition to treatment easier for families.

We’re not just providing care—we’re pioneering it! Our team is constantly developing new, cutting-edge solutions in pediatric orthotics and prosthetics, because we believe every child deserves the very best. At OP Specialty Bracing, pediatric care is not just something we do—it’s our passion, our purpose, and our promise to the kids we serve.