HR Business Partner

Overview

In this HR Business Partner role, you will support agency leadership with practical, commercial people advice across the full HR remit. You’ll partner with senior leaders to translate business priorities into clear people plans and lead on employee relations, change management and workforce design. You will manage complex ER cases end-to-end, support TUPE and restructures, and use people data to drive performance and retention. Your work will help raise consistency and capability across the HRBP function while advancing the organisation’s people strategy and transformation efforts. This is a hands-on role that combines strategic influence with practical delivery in a dynamic agency setting.

Responsibilities

• Provide commercial HR advice to senior leaders across employee relations, performance, sickness, grievances, disciplinaries, exits and settlements
• Lead complex ER cases end-to-end ensuring fairness, legal compliance and business balance
• Support organisational change, restructures, consultation, TUPE activity and broader transformation initiatives
• Use HR data and reporting to identify trends, risks and actions to improve performance, engagement and retention
• Collaborate on talent, succession planning and performance management to clarify development needs for key roles
• Support engagement activities through surveys, action planning and communicating people initiatives
• Advise on reward, offers and pay review activity aligned with the broader people strategy
• Contribute to DEI initiatives by analyzing data and embedding inclusive practices
• Partner with People Operations to ensure accurate, efficient and compliant HR processes
• Coach managers to apply policy consistently and build confidence in handling people matters
• Develop HRBP tools, templates and ways of working to improve consistency across the function

Key requirements

• CIPD Level 5 (or equivalent)
• HR Business Partnering experience
• Strong employee relations and case management
• Stakeholder management with senior leaders
• UK employment law knowledge
• Change, restructure and TUPE experience

• stakeholder management
• communication
• coaching and development
• ER case management
• HR data reporting and analytics
• TUPE process knowledge

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