Strategic Senior HR Business Partner
Exeter (3 days a week onsite)
£70,000 – £75,000 + £9,000 car allowance
Are you a strategic HR leader with deep expertise in organisational development, talent strategy, and performance, and experience supporting large, fast-paced contact centre environments? We’re seeking a Strategic Senior HR Business Partner (People Performance Lead) to shape leadership capability, culture, and long-term organisational performance across a complex business unit.
This is a high-impact role partnering directly with senior leaders to design and deliver people strategies that drive both immediate performance and long-term organisational capability.
About the Role
As the People Performance Lead, you will own the design, development, and implementation of talent processes and programmes aligned to the organisation’s People Plan and strategic goals.
You will bring strong expertise across organisational development, performance management, talent planning, learning, and leadership development. You’ll diagnose organisational needs, influence senior decision-making, and shape a high-performance culture across the business—particularly within a dynamic contact centre operation.
This position blends strategic thought leadership with hands-on delivery across a wide range of people priorities.
What You’ll Do
* Build strong, consultative relationships with senior leaders, influencing decisions and embedding a high-performance culture across the organisation.
* Act as a strategic advisor on organisational design, culture, workforce planning, and leadership effectiveness.
* Shape and deliver elements of the People Plan to drive business outcomes and long-term capability.
* Partner with senior leaders to align people priorities with commercial strategy, supporting planning cycles, restructuring, and transformation activity.
* Design and deliver targeted leadership development programmes and bespoke one-to-one interventions.
* Collaborate with Centres of Excellence and Performance Leads to ensure alignment and share best practice.
* Support the Head of People in developing a comprehensive talent plan, identifying succession-critical roles.
* Lead succession planning, capability reviews, and career development initiatives to build a strong leadership pipeline.
* Create and maintain effective performance and development frameworks.
* Use people analytics to inform planning, measure impact, and make data-led recommendations to senior stakeholders.
* Support internal mobility programmes and develop processes that enable agile resourcing and career progression.
* Monitor and report on the impact of people initiatives, driving continuous improvement.
* Partner with senior leadership to implement programmes that embed culture, values, and behaviours across all teams—including contact centre operations.
What You’ll Bring
* Proven ability to operate strategically and influence senior stakeholders.
* Strong stakeholder engagement skills and the confidence to challenge constructively.
* High-impact communication, coaching, and facilitation skills.
* Ability to diagnose organisational issues and design practical, business-focused solutions.
* Excellent interpersonal skills with the ability to build trust quickly.
* Skilled in using people data and analytics to drive insight-led decisions.
* Capacity to manage complex priorities across a large organisation.
* Pragmatic mindset with strong problem-solving ability and a focus on delivery.
Your Experience
* Senior or strategic HR business partnering experience in a contact centre, customer operations, or high-volume people environment.
* Strong background in organisational development theory and application.
* Proven experience delivering leadership development, learning programmes, and talent planning interventions.
* Broad HR expertise including succession planning, performance management, employee engagement, and culture development.
* Experience supporting large-scale change or business transformation programmes.
* Strong capability in using people analytics to influence decision-making.
* Comfortable working across multi-site or cross-functional teams.
* Familiar with HR technology and systems to manage and track interventions.
* Excellent project management skills and strong attention to detail.