People & Culture Business Partner

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Job Summary:

HR Business Partner, People & Culture

We’re looking for an HR Business Partner to be the main day-to-day HR contact for two of our business units. You’ll combine strategic advice with hands-on support for leaders, managers and employees.

Working closely with each CEO and Head of Finance, you’ll make sure people priorities support business goals and sustainable growth.

You’ll spot and resolve people issues early, coach managers, support quality hiring and lead organisational change. You’ll also look after people data, policies, processes and compliance.

You’ll deliver agreed people priorities within a framework set by the CEOs and our Group HR Director. The Group HR Director owns HR strategy and policy, and each CEO leads their own business and teams.

Above all, you’ll help build an inclusive culture where colleagues feel supported, heard and able to do their best work.

Job Description:

Role purpose

The HR Business Partner is the main day-to-day HR contact for both VBUs, combining strategic advice with practical, hands-on support for leaders, managers and employees. Working with each CEO and Head of Finance, the role aligns people priorities with business goals and sustainable growth. It prevents and resolves people issues, escalates risks, coaches managers, supports quality hiring and delivers organisational change. It also maintains people data, policies, processes and compliance, helping create an inclusive culture where colleagues feel supported, heard and able to do their best work.

The role delivers agreed people priorities and programmes within the framework set by the CEOs and Group HR Director. The Group HR Director retains responsibility for HR strategy, governance and policy direction; each CEO and their managers remain responsible for local business leadership and managing their teams.

What will I be accountable for?

1. Manager coaching and day-to-day partnering

Build trusted relationships with both CEOs, Heads of Finance, leadership teams and managers, offering practical people advice that reflects business priorities.

Coach managers to set clear expectations, give timely feedback and address performance, absence, conduct, capability and team issues early.

Identify recurring people or management issues and arrange practical support to prevent escalation.

Escalate significant, sensitive or higher-risk matters promptly to the relevant CEO and Group HR Director, with clear facts, options and recommended next steps.

2. Employee relations and people risk

Manage employee relations cases from start to finish, including disciplinary, grievance, capability, absence and flexible working matters.

Ensure cases are handled fairly, consistently and efficiently in line with UK employment law, the Acas Code of Practice and internal policy.

Support US and LATAM colleagues, seeking specialist local advice from external advisers or employer-of-record partners when needed.

Keep accurate case documentation and clear records of decisions, risks, actions and outcomes.

3. Organisational change

Deliver organisational change, including consultation and restructuring, with the relevant CEO and Group HR Director.

Take responsibility for an agreed workstream in workforce planning or organisational design projects.

Lead people integration for the newly acquired business with Group HR guidance. Turn due diligence findings into a practical plan covering organisation, culture, communication, employee transition, systems and ways of working.

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4. Recruitment, resourcing and onboarding

Manage recruitment for agreed vacancies across both VBUs, from defining and advertising roles to selection and offer.

Help hiring managers define the skills, experience and behaviours each role needs and make fair, evidence-based selection decisions.

Improve onboarding so new colleagues, including remote and international hires, can contribute quickly.

Track probation milestones and prompt timely manager reviews.

Contribute to the Employee Value Proposition and employer brand.

5. People operations, payroll inputs, policy and compliance

Keep employee records and HR documentation accurate, complete and audit-ready, supporting ISO 27001 requirements where applicable. Use Workday as the single source of truth.

Work with Cintra, our external payroll provider, to submit accurate payroll changes and inputs on time, maintain clear communication and resolve queries promptly.

Ensure day-to-day practice complies with UK GDPR, data protection and relevant employment legislation across the UK, US and LATAM.

Help managers and employees understand and apply people policies and processes.

Maintain an HR calendar of recurring activities, deadlines and reporting requirements across both VBUs.

6. Performance, talent and development

Deliver performance, talent and development cycles across both VBUs within Group frameworks and timelines.

Help managers identify development needs, high-potential talent and potential internal successors.

Track performance improvement plans and development actions to a fair, clear conclusion.

Coordinate agreed learning and record completion and impact.

Provide organisational insight and recommendations to both CEOs and the Group HR Director to support workforce planning.

7. Engagement, culture and colleague experience

Coordinate Peakon engagement surveys twice a year. Help managers agree and deliver practical action plans and provide timely “You said, we did” feedback.

Use employee feedback, case themes and people data to spot issues early and inform priorities.

Support wellbeing, communication, recognition and inclusion activities that include remote and international colleagues.

Promote each VBU’s culture and values through fair, respectful and consistent people practices.

Provide employees with an accessible, confidential and professional HR service.

8. HR systems, data, AI and continuous improvement

Maintain reliable people data in Workday, our HR information system (HRIS), and provide accurate regular and ad hoc reports to both CEOs and the Group HR Director.

Monitor agreed people measures and flag exceptions, risks and overdue actions.

Simplify HR processes, templates and ways of working while keeping appropriate controls.

Use approved AI tools across everyday work to improve efficiency, insight and service quality. Be comfortable exploring new uses while protecting confidential information and applying professional judgement.

Worker Type:

Regular

Number of Openings Available:

1

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