Senior HR/People Partner

Role Overview

• Partner with ELT and SLT leaders, and their teams for the development of business strategies that boost productivity and growth, attending monthly BU meetings as the People Lead
• Implement and manage KPI’s and Key Results for the people team and talent acquisition function.
• Develop people-centred strategies that create a positive, engaging work environment where employees can thrive, grow, and perform at their best
• End‑to‑end HR leadership spanning talent acquisition, performance management, reward, and employee development
• Act as a trusted adviser, coach, and consultant to business leader, supporting strategic planning and translating business priorities into effective HR initiatives and programmes
• Analyse key people metrics such as retention, engagement, and employee experience to generate insights through regular reporting and drive targeted improvements
• Collaborate with the wider people team and cross‑functional leaders to proactively resolve workplace and employee relations issues
• Facilitate effective implementation and change management of new people related initiatives
• Initiate reviews & implement processes to highlight gaps in leadership capability across departments, develops action plans accordingly
• Develop and execute workforce plans and maintain a candidate pipeline
• Support the Talent Acquisition team in the design and execution of the recruitment strategy
• Provide expert employment law advice to managers personally and through the team
• Champion our Values in all interactions
• Lead on the communication and execution for key people programmes
• Facilitate engagement survey action planning with the Director of Employee Experience
• Proactively manage effective case management across the people team with involvement in complex cases
• Plan and help lead together with the people team the successful integration of new acquired entities into the Group
• Support the Director of Employee Experience in translating DEI data into targeted initiatives to address risk areas and improve inclusion outcomes.
• Travel to key office locations on a regular basis

Requirements

• Proven strategic and commercially focused HR expertise
• CIPD Level 5 or above
• Experienced coach and mentor to senior leaders
• Demonstrated capability in workforce planning and organisational change
• Strong knowledge of UK employment law, compliance, and reward frameworks
• Track record of managing complex employee relations cases effectively
• Experience leading pay review cycles and shaping benefit strategies
• Experience implementing and embedding performance management programmes
• Able to influence and build credibility with C‑suite and senior stakeholders
• Exceptional communication and stakeholder engagement skills
• Thrives in a fast‑paced, evolving environment
• Highly adaptable and resilient during periods of ambiguity and change
• CIPD Level 7
• TUPE Experience
• Organisational Design Experience

Benefits

• Company Pension Scheme and matching contributions
• Company Perks portal
• Private Medical insurance
• Life assurance
• 25 days holiday plus bank holidays plus holiday trading
• Your Birthday off, on us!
• Health Club and Wellbeing Scheme
• ARO Shares after 12 months employment
• Employee Assistance Programme
• Technical Training Academy and E-learning
• Hybrid working