Strategic People Business Partner

Overview

In this role you will act as a trusted advisor to senior leadership, shaping the people strategy to support a high-performing, people-centric organisation. You will partner with the EMT to align talent and organisational design with commercial aims, leading major transformation and workforce planning initiatives. You’ll drive capability, leadership development, and culture change, using data to inform decisions and measure impact. This is an influential, cross-functional role that shapes the future of the business through people strategy.

Pay / Benefits

• hybrid working (2 days onsite)
• competitive salary (£75,000 p.a.)
• disability-confident employer
• inclusive recruitment process

Responsibilities

• Build strong relationships with the Executive Management Team and senior stakeholders to co-create people plans aligned with strategy and commercial drivers
• Lead design and delivery of people strategies to improve capability and performance, guiding operating models for future challenges
• Drive talent strategy including succession planning and leadership development; foster a performance-driven and inclusive culture
• Proactively manage strategic resourcing and workforce planning, partnering with leaders to anticipate needs and design rewards
• Oversee employee relations themes, counsel leaders on issues with a fair, commercial approach, and contribute to strategic policy development
• Lead the people aspects of organisational transformation, guiding teams through complex change and best practices
• Use data and analytics to inform decision-making, producing insights and regular reports on risks and opportunities

Key requirements

• Senior/strategic HR/People Business Partner experience in a complex, regulated organisation
• Proven success delivering people strategies that improve business performance
• Strong analytical, data-driven decision-making skills
• Excellent stakeholder management and relationship-building abilities
• Proactive, resilient mindset capable of navigating ambiguity and driving transformation
• Degree-level education and CIPD Level 7 membership; strong knowledge of employment legislation and organisational design

• Stakeholder management
• Analytical mindset
• Resilience and adaptability
• Data-driven decision making
• People analytics
• Employment legislation knowledge

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