Senior HR Business Partner

Key Responsibilities:

Strategic HR Leadership

Align people strategy with commercial and operational goals.

Support the HR Director in delivering the broader people agenda.

Lead workforce planning and organisational design activity.

Use people analytics to identify trends, anticipate risks and measure impact.

Drive cultural and organisational change to support agility and performance.

Talent, Learning & Development

• Support talent and succession planning across key functions.
• Identify capability gaps and drive targeted development initiatives.
• Shape recruitment and onboarding practices to attract high-quality talent.
• Foster a culture of performance, accountability and continuous development.

Performance Management

• Support the evolution and embedding of performance frameworks.
• Ensure KPIs and objectives are aligned with business priorities.
• Promote a high-performance culture through clear expectations and feedback.

Change & Organisational Effectiveness

• Lead and support change and transformation programmes.
• Ensure strong communication and engagement through periods of transition.
• Coach leaders to manage teams effectively during organisational change.

Employee Relations

• Provide expert guidance across UK and international ER matters.
• Manage complex cases with fairness, pragmatism, and sound judgment.
• Build leader capability in performance management and conflict resolution.

Policy & Compliance

• Review, update and implement HR policies aligned with legislation and best practice.
• Ensure compliance with employment law, regulatory standards and internal governance.

Core Skills & Experience:

• Significant HR business partnering or senior generalist experience in complex, international, or heavy-asset sectors (shipping, maritime, logistics, energy, aerospace, oil & gas, mining).
• Strong commercial acumen with the ability to translate business needs into practical people solutions.
• Solid understanding of UK employment law, with exposure to international contexts.
• High digital and data literacy, using insights to support decision-making.
• Proven experience across talent, performance, organisational design and change management.
• Pragmatic, resilient and low-ego approach, with strong relationship-building skills.
• Ability to work strategically while remaining hands-on in a lean environment.
• Curiosity for emerging HR trends, digital transformation, and the future of work.