HR Business Partner

We help partners understand the changing advertising landscape.

Specialising in audience measurement, consumer targeting and in-depth intelligence into paid, owned and earned media, their global coverage and local expertise enable better understanding of media audiences and their relationships with brands.

Job Details

OVERVIEW:

We are looking for ‘hands on’, HR Business Partner professionals with a strong background in Employee Relations, supporting UK & Ireland, Europe and APAC regions (with a high proportion of work based for the UK). The role sits between first line HR service delivery and HR Director level support, working as part of the HRBP team. The role will own regional areas with complex and high volumes of ER activity, policy review and development, manager guidance, and operational HR processes, while escalating senior, strategic, or high-risk cases to the relevant HR Directors as appropriate.

The HR business partner role will support the Global and Regional HR Directors providing a comprehensive HR service to their designated regions. Supporting and guiding our people in the day to day people matters ensuring our practices and policies are aligned to business strategy and reflect best in class in HR. A varied role balancing operational needs with identifying trends and opportunity for change. Regions may be subject to change.

KEY RESPONSIBILITIES

The following responsibilities are not an exhaustive list and may change.

Employee Relations & Case Management

• Manage and advise on all grievances, disciplinaries, disputes between employees and managers, and right to speak cases, particularly during peak periods, demonstrating sound judgement, a knowledge of market legislation and commercial awareness
• Support short-term and long-term sickness absence cases, including OH referrals and process management
• Partner with key stakeholders to develop performance, succession and career management plans by assessing the effectiveness of career paths, aligning employee capabilities to the division / function’s overall strategic direction.
• Handle performance management case including PIPs and probation management, including objective setting, check-ins, and risk mitigation under UK Employment Rights changes
• Manage flexible working requests, including advising managers and supporting conversations
• Maintain and improve the ER tracker and case governance processes

Policy, Guidelines & Training

• Review, update, and maintain UK HR and ER policies, reflecting changes in legislation across the region(s)
• Create and refresh manager guidelines that sit underneath people and ER policies (e.g. grievance, disciplinary, probation, absence)
• Support development of manager training on ER capability and confidence
• Contribute to the global employee handbook, working with HR leadership on regional vs global alignment

Organisational Change & Risk Support

• Provide operational ER support for restructures and redundancies, particularly volume activity, with HRDs leading strategy and senior cases
• Support settlement agreements and exits at an operational level, escalating senior or complex exits to HRDs
• Support Data Subject Access Requests D(SARs) post search review in partnership with the relevant legal / data teams and HR Director

HR Operations & Cross Border Support

• Support ER matters in countries without local HR coverage (e.g. Netherlands, Singapore)
• Coordinate leaver activity including visa termination support, working with HR Ops and external partners
• Act as a key operational partner to HR Ops where ER, policy, and employee lifecycle issues overlap
• Supporting role out and completion of cyclical activities (PMR, Salary increases…)

Engagement & Diversity

• Drive and support leaders and managers with improving the employee experience to increase engagement within the workplace through leveraging data from employee listening programmes, leaver surveys and other formal and informal sources
• Champion diversity and drive portfolios of work that support the business to build an inclusive culture across all aspects of the employee journey, policies and practices and support our I&D strategy

Collaboration & Stakeholder Management

• Work closely with HR Directors, acting as the level‑2/3 ER owner, freeing HRDs to focus on appeals, senior exits, restructures, and strategy
• Manage, develop and coach others within the People Team to grow additional capability in line with the needs of the business and the aspirations of the individual
• Partner with TA and HR leadership on workforce and people risk topics where ER insight is required
• Engage with business leaders, managers and the wider People Team to understand challenges and areas for opportunities and translate these into relevant people initiatives
• Attend local and regional work councils where required seeking support and escalating to the HR Director where required.

CAPBILITIES AND EXPERIENCE

Essential

Strong UK Employee Relations background but with global exposure to other regions i

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