Senior People Partner

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
• Employee assistance mental wellbeing support
• Enhanced sickness pay allowance