Senior HR Business Partner

Key Accountabilities

Strategic Business Partnering

• Act as a trusted advisor to the Head of Operations and business area leadership team on the people agenda.

• Develop and implement people strategies that enable the achievement of business objectives and operational plans.

• Translate business strategy into actionable people plans and measurable HR outcomes.

• Challenge and influence senior stakeholders to drive effective decision-making and organisational performance.

• Ensure the HR agenda is fully aligned with operational, commercial, and growth objectives.

• Drive a proactive, commercially focused HR partnering approach across the UK Cluster in conjunction with the wider HR senior team

Leadership of the HR Business Partnering Model

• Lead the implementation and continuous enhancement of the HR Business Partner model across the business, ensuring a consistent approach with other business areas.

• Establish clear partnering frameworks that enable the HR team to add strategic value while delivering exceptional employee support.

• Coach and develop HRBPs to operate as credible business partners.

• Promote consistency, best practice, and operational excellence across all HR partnering activities.

• Drive increased utilisation of people analytics and workforce insights to support business decisions.

Stakeholder Management

• Build strong relationships with senior leaders across your business areas (Operations, Commercial, Corporate Functions)

• Influence and challenge stakeholders to ensure people's decisions reflect both commercial and employee considerations.

• Facilitate leadership discussions around culture, capability, talent, succession, and organisational effectiveness.

• Act as a key point of escalation for complex people matters working with the Employee relations team

Talent Management & Succession Planning

• Lead talent review, succession planning, and workforce planning activities across your relevant business areas, utilising frameworks shared by the talent team.

• Identify capability gaps and develop strategies to build organisational capability.

• Partner with leaders to create meaningful development opportunities for high-potential talent.

• Partner with the wider HR Centres of Expertise ( Talent, Resourcing, Reward) to ensure that Ensure robust succession pipelines are in place for critical roles and key talent is attracted and retained

• Support internal mobility and career development initiatives.

Organisational Design & Change

• Lead organisational design and restructuring activities to ensure optimum organisational effectiveness.

• Support business transformation, integration, and change programmes.

• Ensure effective change management practices are embedded across the organisation.

• Support leaders in navigating organisational complexity and change.

Employee Relations & Risk Management

• Work in conjunction with the Employee Relations Manager to oversee complex Employee Relations cases including grievances, disciplinary matters, capability, absence management, restructures, and exits.

• Ensure effective Union relationships and considerations

• Provide expert advice on employment legislation, policy, and best practice.

• Mitigate people-related risks through proactive interventions and sound judgement.

• Ensure legal compliance and adherence to internal governance processes.

• Support a positive employee relations climate built on trust, transparency, and fairness.

Performance & Culture

• Drive a high-performance culture through effective performance management practices, ensuring frameworks are embedded.

• Partner with leaders to improve engagement, productivity, accountability, and team effectiveness.

• Lead initiatives that enhance organisational culture and employee experience.

• Use employee engagement data, feedback, and insights to shape action plans and continuous improvement activities.

• Champion diversity, equity, inclusion, and belonging initiatives across the business.

Workforce Planning & Analytics

• Lead strategic workforce planning activities to ensure organisational capability aligns with future business requirements.

• Utilise people metrics and analytics to inform decision-making and identify trends.

• Deliver meaningful insights on turnover, absence, engagement, performance, diversity, and talent.

• Recommend and implement actions to address workforce challenges.

HR Leadership

• Provide leadership, coaching, and development to HR team members.

• Foster a culture of accountability, collaboration, and continuous improvement.

• Contribute to the overall HR strategy and wider People Team objectives.

• Lead key corporate HR initiatives and projects as required.

• Act as a role model for company values and leadership behaviours.