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We are seeking an experienced Interim HR Business Partner to support a dynamic and design-led higher education institution during a period of organisational change. The role will deliver a professional, effective and valued HR business partnering service, supporting strategic goals through a blend of operational and strategic HR activity. The postholder will lead on complex employee relations matters, organisational development initiatives, and workforce planning projects.
Job Title: Interim HR Business Partner Department: People & Culture Reporting to: Deputy Director of People & Culture Contract Type: Fixed-Term / Interim (3-6 months) London
Role PurposeTo deliver a professional, effective and valued HR business partnering service, supporting strategic goals through a blend of operational and strategic HR activity. The postholder will lead on complex employee relations matters, organisational change initiatives, and workforce development projects.
Key Responsibilities Strategic HR Delivery
Partner with senior leaders to enhance performance and efficiency aligned with organisational priorities
Support change programmes including restructures, OD projects, and policy development
Contribute to workforce planning and talent strategies
Employee Relations
Lead and manage a range of ER cases, from routine to complex and high-risk
Ensure fair, timely, and legally compliant resolution of cases
Coach managers on case handling, policy application, and employment law
Policy & Compliance
Ensure consistent application of HR policies and procedures
Revise and update policies in line with best practice and legislative changes
Escalate risks appropriately and ensure mitigation strategies are in place
Data & Insights
Analyse workforce data (e.g. absence trends) to inform strategic decisions
Collaborate with senior staff to develop improvement strategies
Maintain accurate records and contribute to reporting
Person Specification Essential
Proven experience in HR business partnering within higher education, public sector, or similar complex environments
Strong knowledge of UK employment law and HR best practice
Demonstrated ability to manage complex ER cases and organisational change
Excellent stakeholder management and communication skills
Desirable
CIPD qualified or equivalent
Experience in coaching and developing line managers
Familiarity with HR systems and data analytics
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