HR Business Partner
Posted 1 week ago by GCS
£450 Per day
Undetermined
Undetermined
London, UK
Summary: This role involves leading a team of HR Managers and People Business Partners to enhance organizational capability and workforce planning for long-term success. The Senior People Partner will drive enterprise-wide change initiatives and collaborate with various HR functions to ensure effective people strategies are in place. The position requires strategic oversight and the ability to navigate complex people matters while fostering a high-performing team culture. The role is pivotal in shaping workforce plans and leading transformation projects within Technical Services.
Key Responsibilities:
- Act as the principal People strategic advisor to senior leaders, using insight, business knowledge and external trends to shape workforce and organisational decisions.
- Translate business strategy into a clear, actionable people plan aligned to the division's current and future needs.
- Anticipate workforce challenges and proactively design long-term people solutions to build organisational capability.
- Lead, coach, and develop a team of HR Managers and People Partners to deliver a high-quality, consistent partnering service.
- Build a high-performing, inclusive People team culture focused on accountability, service excellence, and continuous improvement.
- Provide thought leadership and escalation support on complex people matters.
- Navigate the organisation's HR infrastructure including CoEs, Shared Services, Talent, Reward, HR Change, and ER Shared Services to secure the best outcomes for stakeholders.
- Role-model how to operate effectively within a matrixed structure, ensuring clarity, alignment, and joined-up delivery.
- Lead major people-related transformation projects across Technical Services.
- Own the end-to-end delivery of assigned change initiatives from discovery and design through to implementation and adoption.
- Ensure change programmes strengthen the Sector and technical talent pipeline, enhance mobility, and support operational excellence.
- Shape organisational structures, role clarity, and workforce plans to deliver long-term strategic goals.
- Lead organisational change initiatives, ensuring robust consultation, communication, and risk management.
- Drive the talent and succession strategy across the population partnering with L&D/Talent CoEs.
- Strengthen leadership capability across their sector and the wider Technical Services.
- Provide strategic oversight of people risk across the Sector, ensuring issues are identified early and handled consistently.
- Leverage Shared Services and specialist ER support effectively, setting clear ways of working, expectations, and escalation routes to ensure timely, high-quality outcomes.
- Act as the senior escalation point only where there is material commercial or reputational risk, complex stakeholder considerations, or significant organisational impact (without taking ownership of day-to-day case management).
- Review Shared Services insight and themes to identify systemic issues (eg, leadership capability, hotspots, recurring patterns) and sponsor preventative interventions.
- Build leader capability by coaching senior stakeholders on decision quality, risk management, and accountability for sustainable outcomes.
- Use people analytics to identify trends and opportunities monitoring key people metrics and creating a culture of data-driven decision-making.
- Strategic Thinking & Business Insight - Connects people strategy to commercial and operational priorities.
- Influencing & Stakeholder Leadership - Guides and challenges senior leaders effectively.
Key Skills:
- Strong leadership and team management skills.
- Strategic thinking and business insight.
- Ability to navigate complex HR issues and provide thought leadership.
- Experience in leading transformation projects.
- Proficiency in people analytics and data-driven decision-making.
- Excellent communication and influencing skills.
- Understanding of HR infrastructure and processes.
- Coaching and development capabilities for senior stakeholders.
Salary (Rate): £450 per day
City: London
Country: UK
Working Arrangements: undetermined
IR35 Status: undetermined
Seniority Level: undetermined
Industry: HR
Detailed Description From Employer:
This role leads a team of HR Managers and People Business Partners and collaborates closely with Centres of Excellence (CoEs), HR Shared Services, and HR Change teams to ensure the business area has the organisational capability, leadership strength, culture, and workforce plans needed for long-term success. The Snr PP also takes ownership of enterprise-wide or cross-Technical Services change initiatives-such as developing and embedding Career Pathways, capability frameworks and other people-focused transformation programmes.
Responsibilities
- Act as the principal People strategic advisor to senior leaders, using insight, business knowledge and external trends to shape workforce and organisational decisions.
- Translate business strategy into a clear, actionable people plan aligned to the division's current and future needs.
- Anticipate workforce challenges and proactively design long-term people solutions to build organisational capability.
- Lead, coach, and develop a team of HR Managers and People Partners to deliver a high-quality, consistent partnering service.
- Build a high-performing, inclusive People team culture focused on accountability, service excellence, and continuous improvement.
- Provide thought leadership and escalation support on complex people matters.
- Navigate the organisation's HR infrastructure including CoEs, Shared Services, Talent, Reward, HR Change, and ER Shared Services to secure the best outcomes for stakeholders.
- Role-model how to operate effectively within a matrixed structure, ensuring clarity, alignment, and joined-up delivery.
- Lead major people-related transformation projects across Technical Services.
- Own the end-to-end delivery of assigned change initiatives from discovery and design through to implementation and adoption.
- Ensure change programmes strengthen the Sector and technical talent pipeline, enhance mobility, and support operational excellence.
- Shape organisational structures, role clarity, and workforce plans to deliver long-term strategic goals.
- Lead organisational change initiatives, ensuring robust consultation, communication, and risk management.
- Drive the talent and succession strategy across the population partnering with L&D/Talent CoEs.
Job Description
- Sector Senior People Partner Mitie Confidential
- Strengthen leadership capability across their sector and the wider Technical Services.
- Provide strategic oversight of people risk across the Sector, ensuring issues are identified early and handled consistently.
- Leverage Shared Services and specialist ER support effectively, setting clear ways of working, expectations, and escalation routes to ensure timely, high-quality outcomes.
- Act as the senior escalation point only where there is material commercial or reputational risk, complex stakeholder considerations, or significant organisational impact (without taking ownership of day-to-day case management).
- Review Shared Services insight and themes to identify systemic issues (eg, leadership capability, hotspots, recurring patterns) and sponsor preventative interventions.
- Build leader capability by coaching senior stakeholders on decision quality, risk management, and accountability for sustainable outcomes.
- Use people analytics to identify trends and opportunities monitoring key people metrics and creating a culture of data-driven decision-making. Competencies
- Strategic Thinking & Business Insight - Connects people strategy to commercial and operational priorities.
- Influencing & Stakeholder Leadership - Guides and challenges senior leaders effectively
GCS is acting as an Employment Business in relation to this vacancy.