Job Title: HR Business Partner
Location: UK (with hybrid/flexible working options)
Reports to: Director of HR Business Partnering
Contract Length: 12 month FTC
About the Role
We are seeking an experienced and forward-thinking Strategic HR Business Partner (HRBP) to join the team on a 12 month FTC. This is a high-impact role, positioned to shape and influence the people agenda by acting as a true partner to the leadership team.
Working closely with both the business and well-established HR Centres of Expertise (CoEs), you will ensure that strategic HR initiatives are connected, targeted, and deliver real business value. You will play a vital role in translating business strategy into people strategy, connecting the dots across HR disciplines, and driving initiatives that address key challenges and opportunities.
Key Responsibilities
Strategic Partnering:
Serve as a trusted advisor and thought partner to the Leadership Team.
Provide data-driven insights and thought leadership to influence and shape business decisions from a people perspective.
Collaborate with senior leaders to design and execute talent strategies that align with commercial objectives.
Leadership Coaching & HRM Support:
Coach and develop HR Managers (HRMs) in the region, ensuring they are equipped to support their respective areas effectively.
Support senior leaders through individual coaching, helping them build leadership effectiveness and lead high-performing teams.
Champion a culture of talent management by embedding career planning and development into regular leadership conversations and team priorities.
Talent, Succession & Performance:
Lead the delivery of cyclical HR processes including talent reviews, succession planning, and performance management.
Ensure career development and internal mobility are front-of-mind in talent discussions, with clear and actionable plans for key talent segments.
Partner with the Talent CoE to ensure robust plans are in place to identify, retain, and develop top talent.
Reward & Recognition:
Partner with the Reward CoE to deliver annual reward processes effectively in-region.
Ensure alignment between reward strategies and performance/talent outcomes.
CoE Integration & Alignment:
Act as the conduit between the business and HR CoEs (Talent, Reward, ER, Recruitment, etc.), ensuring initiatives are aligned to business priorities.
Connect the dots across HR functions to ensure a cohesive and impactful approach.
Drive Strategic Conversations:
Lead conversations that challenge the status quo, focusing on the "big ticket" items that will deliver maximum ROI for people initiatives.
Translate business needs into actionable HR strategies with clear success metrics.
Cross-Business & Cross-Country Impact:
Identify and lead strategic HR projects that span multiple business lines or countries, ensuring scalable solutions that drive regional consistency and impact.
Champion collaboration across geographies and functions to tackle shared challenges and accelerate results.
HR Functional Evolution:
Support the evolution of the HR function by promoting a problem-solving mindset and structured project management approach.
Play a key role in enabling HR to shift from transactional delivery to strategic change leadership, with a focus on delivering measurable outcomes and long-term business value.
Experience & Qualifications
Proven HR Business Partnering experience within a complex global matrix organisation, ideally supporting senior leadership teams.
Demonstrated success in working with HR Centres of Expertise (CoEs) to leverage expertise, data, and tools that address business challenges and deliver measurable impact.
Strong track record of coaching and influencing senior leaders, with a focus on leadership effectiveness, talent development, and culture transformation.
Comfortable using data and analytics to drive strategic conversations and support decision-making.
Experience leading or contributing to cross-functional, cross-country HR projects or initiatives that resulted in scalable, high-impact outcomes.
Skilled in delivering HR processes such as Talent Management, Succession Planning, Performance and Reward, with a focus on business alignment and ROI.
Key Competencies
Exceptional communication and presentation skills – able to simplify complex ideas and influence stakeholders at all levels.
Strategic and operational agility – able to zoom out for big-picture thinking and zoom in to deliver actionable solutions.
Curious and solutions-oriented – motivated to understand the business and challenge the status quo.
Comfortable with ambiguity – thrives in dynamic environments with shifting priorities.
Data-driven – confident using data to shape narrative and support problem solving, but equally skilled at storytelling and engaging diverse audiences.
Strong project management skills – able to plan, lead, and deliver HR initiatives with clear scope, milestones, stakeholder engagement, and measurable outcomes.
Relationship builder and collaborator – connects the dots across teams, geographies, and functions to drive alignment and impact.
Change leader mindset – embraces transformation, continuous improvement, and building for the future.
Please send over your CV’s to