Partner with Heads of Department and first-line managers to build confident, consistent people leadership across the function.
Coach managers on the fundamentals: clear expectations and goals, quality 1:1s, feedback, performance conversations, and managing underperformance early.
Embed practical “manager essentials” (toolkits, templates, learning sessions) and drive adoption through hands-on support.
Support leaders through ongoing organisational change, ensuring teams have clarity on structure, roles, ways of working and priorities.
Provide guidance on change communications, engagement and team health to maintain focus and momentum.
Partner with the Head of HR on org design, restructuring activity, risk management and ensuring fair, consistent application of process.
Strengthen performance management practices by driving accountability, calibration where required, and timely interventions.
Support talent planning and succession for critical roles; partner with the Talent & Development pillar lead to implement development actions.
Enable internal mobility and development planning where it supports business resilience and capability needs.
Lead complex or escalated ER matters (performance, absence, disciplinaries, grievances, sensitive cases), ensuring high-quality decision-making and documentation.
Coach managers to navigate ER issues effectively, working closely with the HR Coordinator who supports first-line ER processes and administration.
Help leaders translate engagement insights into measurable action plans and improved team practices.
Model and reinforce values and inclusive leadership behaviours, supporting retention and a strong employee experience.
Use people data and themes to identify trends, inform priorities and measure impact (e.g., attrition, absence, ER drivers, engagement).
Define success measures and track progress (e.g., manager capability uptake, ER themes, absence/attrition, engagement actions).
Work closely with the HR Coordinator (HR Ops Excellence) and the wider HR team to improve manager self-serve, streamline processes and deliver a joined-up People approach.
Requirements
Proven HR Business Partner experience (or Senior HR Advisor ready to step up) supporting leaders and managers in a fast-paced environment.
Strong track record of developing managers and shifting day-to-day leadership capability through practical, embedded approaches.
Strong working knowledge of UK employment law and people best practice.
Confident handling complex ER casework end-to-end and coaching managers through difficult conversations.
Experience in digital/media/content environments is helpful, but not essential.
Highly credible coaching style with the ability to influence Heads of Department and first-line managers.
Strong judgement and the ability to balance employee experience, performance and risk.
Practical, outcome-focused approach, able to simplify and embed good people practice at pace.
Comfortable using people data and insights to prioritise actions and measure impact.
Collaborative and proactive, with a continuous improvement mindset.
Benefits
Blended working
Equal opportunities employer
Commitment to creating a diverse and inclusive workforce