1. Partner and steward the people agenda at GEC level, acting as the primary People lead for designated business areas.
2. Translate commercial and strategic priorities into coherent people strategies, ensuring clear alignment between business outcomes, culture, capability and workforce plans.
3. Lead and shape organisation design and transformation activity, partnering with GEC members and SMEs to ensure structures, roles and capabilities are aligned to SJP’s strategy, operating model and future growth ambitions.
4. Develop and deliver compelling people propositions in collaboration with the centres of excellence ( leadership, capability, talent and succession) that build sustainable capability, strengthen performance and create competitive advantage for SJP.
5. Act as a cultural custodian, embedding and role-modelling SJP’s values, behaviours, conduct standards and commitment to DEI.
6. Partner with GEC members and senior leaders to set the tone for leadership, conduct, ethics and performance across their organisations.
7. Lead complex and high-risk employee relations matters, ensuring appropriate governance, escalation and SME engagement.
8. Shape and deliver organisation development, workforce planning and succession strategies aligned to current and future business needs.
9. Coach, advise and challenge senior leaders to drive high performance, effective leadership and sustainable people outcomes.
10. Use data, insight and professional judgement to bring rigour, challenge and clarity to people and organisational decisions.
11. Ensure strong ownership and escalation of people-related risks, operating within SJP’s risk appetite and governance frameworks.
Who we’re looking for:
This role is suited to a highly credible and strategic People Business Partner who thrives in a senior “partnering” role and is comfortable operating at GEC level. You will be an experienced advisor who can translate complex commercial priorities into clear people strategies, while acting as a visible custodian of SJP’s culture and values. With strong judgement and presence, you will confidently challenge and influence senior leaders, balancing commercial outcomes, colleague experience and regulatory obligations in equal measure.
Skills & Experience:
Essential
12. Proven experience operating as a senior, strategic People Business Partner within financial services or a similarly regulated environment.
13. Demonstrable experience partnering and partnering senior leaders or executive-level stakeholders, including translating strategy into people outcomes.
14. Strong expertise in organisational development, workforce planning, succession and leadership effectiveness.
15. Ability to operate as a cultural and conduct role model, with strong understanding of regulatory and risk considerations.
16. Strong analytical and commercial capability, using insight and data to inform strategic decision-making.
Desirable
17. Experience contributing to or advising on reward, remuneration and incentive structures.
18. Relevant HR or industry qualification ( CIPD or equivalent).
19. Experience working with Boards or Committees, providing effective challenge and input.
20. Strong awareness of external HR trends and best practice within financial services.
What's in it for you?
We reward youfor the work you do, whether that’s through our discretionary annual bonus scheme that reflects both personal and company performance, competitive annual leave allowance (28 days plus bank holidays, with the option to purchase an additional 5 days), or online rewards platform with a variety of discounts.
We also have benefits to support whatever stage of life you are in, including:
21. Competitive parental leave (26 weeks full pay)
22. Private medical insurance (optional taxable benefit)
23. 10% non-contributory pension (increasing with length of service)
Reasonable Adjustments
We're an equal opportunities employer and want to ensure our recruitment process is accessible and inclusive for all, if you require reasonable adjustment(s) at any stage please let us know by emailing us at
Research tells us that applicants (especially those from underrepresented groups) can be put off from applying for a role if they do not meet all the criteria or have been on an extended career-break. If you think you would be a good match for this role and can demonstrate some transferable experience please apply, regardless of whether you tick every box.