People Business Partner

Purpose

The People Business Partner (PBP) plays a key role in driving the People strategy and supporting the growth of the organisation.

This is both a strategic and operational HR generalist role where you will be the trusted People partner to defined business areas, deeply embedded in their commercial priorities and challenges.

The PBP is responsible for understanding their business area, understanding the challenges and translating business strategy into people plans, leading complex change initiatives and ensuring we have the right talent in the right places to deliver ambitious growth plans.

This role will manage a People Advisor who will support in delivering excellent service to the business.

Responsibilities & Accountabilities

Strategic Business Partnering

• Partner closely with business unit leaders to understand commercial priorities and translate these into actional people plans
• Act as a trusted advisor, providing strategic insight on people matters that drive business performance
• Support business case development for headcount requirements, restructures and organisational change
• Lead workforce planning initiatives to ensure the right resource at the right cost to deliver business objectives
• Be the single point of contact for your business leaders, making HR easy to navigate with efficient access to help and solutions
• Partner with business leaders on employee engagement survey results – facilitation of leadership discussions, employee workshops, action planning and follow up.

Organisational Design & Change

• Design and implement restructures that support growth, reduce cost or improve operational efficiency
• Lead organisational changes including restructures and integration activities
• Drive people integration activities following acquisitions, focusing on culture alignment, synergy realisation and retention of key talent
• Ensure change initiatives are delivered compliantly, sensitively and with minimal disruption to business performance

Talent & Performance Management

• Coach managers through annual PDR (performance review process) and nurture a high-performance culture
• Support and guide managers through compensation process including salary review and bonus
• Partner with managers to identify and develop talent, supporting succession planning initiative
• Build manager capability to handle people mattes confidently and effectively

Employee Relations Management

• Manage and support People Advisor in their ER management responsibilities
• Resolve complex ER cases effectively to mitigate financial and legal risk to the business
• Coach managers through difficult conversations and decisions
• Ensure HR policies and practices are consistently applied across the business
• Manage absence and performance issues proactively
• Provide pragmatic, commercial advice that balances legal compliance with business needs

Strategic People Projects

• Leadership and management of strategic people projects that drive organisational capability and performance

Example projects:

• Develop career pathways and progression frameworks that support retention and development
• Design and implement an effective talent management framework to identify, develop and retain key talent
• Drive people projects that align with business strategy and deliver measurable impact
• Empower People Advisors to contribute and manage projects to support their professional development

Team Leadership

• Line manage People Advisor, developing their capability, impact and supporting their professional development
• Collaborate effectively with the wider People Team to ensure consistent, high-quality service delivery
• Share knowledge and best practice with your fellow People Business Partner
• Promote and embed new People initiatives across the business, coaching business leaders to ensure understanding and take up (e.g. new reward processes, talent management frameworks).

Person Specification, Competencies & Skills

Essential Knowledge and Skills

• Proven experience as a People Business Partner or HR BP in a fast-paced, commercial environment
• Strong business acumen with the ability to understand commercial priorities and translate these into people solutions
• Demonstrable experience leading organisational change, restructures and complex ER cases
• Solid understanding of UK employment law with the ability to apply it pragmatically in a business context
• Experience of coaching and developing mangers at various levels, including C-suite
• Excellent stakeholder management skills with credibility at senior levels
• CIPD qualified

Desirable Knowledge and skills

• Experience working in a PE-backed or high growth environment
• Involvement in post-acquisition integration activities
• Experience of developing company-wide people solutions such as career pathways and talent management frameworks
• Experience in energy, engineering or technical services sectors
• Behaviours and Impact
• Commercially minded with a solutions-focused approach
• Confident and credible with the ability to challenge constructively
• Pragmatic and hands on – comfortable moving between strategic and operational work
• Resilient and able to manage ambiguity and competing priorities
• Strong communicator who can influence and build trust quickly
• Practical problem-solver who takes ownership and drives results
• Genuinely passionate about supporting business success through great people practices
• Provides mentorship and support to team members to suggest ways of continually improving what Team/Stark does.

Apply today. Successful candidates will hear from us within 10 days.

Group are an equal opportunities employer. We are committed to a working environment that is free from all types of discrimination, is inclusive, champions diversity and empowers our people so that everyone can bring their whole self to work and is valued for their specific skills, experience, and vision. We celebrate diversity and are committed to creating an inclusive environment for all employees, creating a progressive, open, and inclusive workplace.