AnalyticsLeadershipMentoringCommunicationDecision Making
About this role
Role Overview
Act as a trusted advisor to senior leaders and stakeholders, providing expert guidance on people strategy, organisational design, and long-term workforce planning.
Partner with leadership teams and stakeholders to ensure people plans align with business objectives and support a high-performance, values-driven culture.
Influence decision-making using data, insight, and strong commercial understanding of the organisation’s needs.
Lead on complex and sensitive employee relations casework, ensuring fair, consistent, and legally compliant approaches.
Provide proactive guidance to managers on policy interpretation, best practice, performance concerns, sickness management, and conflict resolution.
Identify trends in ER issues and recommend preventative actions or training.
Design and deliver initiatives across succession planning, talent assessment, leadership development, and performance management.
Support leaders in identifying critical roles, talent pipelines, and development pathways to enable organisational growth.
Lead and support organisational change initiatives, including restructures, team redesigns, TUPE processes (if applicable), and shifts to new HR operating models.
Provide change expertise to help leaders plan, communicate, and implement change in a way that protects employee experience and mitigates risk.
Facilitate consultation processes, documentation, timelines, and impact assessments to ensure smooth transitions.
Use HR analytics, dashboards, and people metrics (e.g., attrition, engagement, capability gaps, absence, ER trends) to inform priorities and decision-making.
Identify people-related risks, opportunities, and patterns, presenting actionable recommendations to senior stakeholders.
Partner with People Coordinator to improve data integrity, reporting cadence, and insight-driven interventions.
Coach and mentor team leaders and managers to strengthen people management capability, confidence, and judgement.
Support leadership development through one-to-one coaching, facilitated workshops, and ongoing performance dialogue.
Guide managers on career conversations, team development plans, and how to create inclusive, empowering environments where colleagues can thrive.
Requirements
Proven experience as a HR/ People Business Partner or equivalent senior HR role, with experience of managing HR teams
Strong understanding of HR best practices and employment legislation
Experience of having worked in either a hybrid or fully remote role
Ability to build and maintain strong relationships with stakeholders at all levels across a remote organisation
Demonstrated ability to influence and drive change within an organisational design
Proficiency in using HR data and analytics to inform decision making
Ability to work in a fast-paced dynamic environment
Exceptional interpersonal and communication skills
Experience of working in a start-up or scale-up environment (Desirable)
Professional HR qualification (CIPD or equivalent) is preferred but not essential
Benefits
Performance-based annual bonus up to 10% of salary
Pension scheme with employer-matched contributions at 6% of salary
30 days of annual leave, plus paid bank holidays, birthday, and wellbeing day
Option to purchase 5 additional days of annual leave after probation
Remote and hybrid flexible working options
Regional and departmental team co-working days
Expenses-paid whole company meet twice a year
Team fundraising and charity events
Ongoing career development with training and mentoring
Medical cash back scheme to cover everyday healthcare costs