People Partner

Overview

In this People Partner role you will collaborate with senior leaders to shape people strategies that boost performance and colleague experience. You’ll deliver data-driven solutions within a collaborative People Services team, guiding change and embedding best practices across ER, performance, and talent. You’ll influence leadership, drive workforce planning, and support organisational change at scale. This is an opportunity to shape the future workforce in a regulated context while fostering an inclusive, high-performing culture.

Pay / Benefits

• Hybrid working
• Permanent contract
• Salary up to £59,000 per annum
• Disability-confident employer
• Inclusive recruitment process
• Investing in people agenda

Responsibilities

• Partner with leaders to provide expert people advice, coaching and challenge that drives business performance
• Support workforce planning, succession planning and talent initiatives to build future organisational capability
• Coach managers on performance management and leadership effectiveness
• Provide expert guidance on employee relations matters including disciplinary, grievance, attendance and performance issues
• Lead and support organisational change activities such as restructures, reorganisations, redundancies and TUPE transfers
• Analyse people data and workforce insights to identify trends and inform decision-making
• Drive continuous improvement across policies, processes and people practices
• Champion organisational values and foster a positive, inclusive and high-performing culture

Key requirements

• Experience in a true HR Business Partner or People Partner role within a complex, regulated organisation
• Strong working knowledge of employment law and its practical application
• Experience managing employee relations cases and coaching managers through complex people issues
• Proven track record of supporting organisational change, restructures and consultation processes
• Excellent stakeholder management, influencing and coaching skills
• Strong analytical capabilities and experience using people data to inform decision making
• Proactive, resilient and solutions-focused approach
• CIPD qualification (or working towards)
• Stakeholder management
• Influencing and coaching
• Analytical mindset
• Employment law knowledge
• People data analytics
• Experience using HR data to inform decisions

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