HR Business Partner

Our client, a globally respected organisation with a strong reputation for excellence, innovation, collaboration, and investment in people, now has a rare opportunity for an exceptional HR Business Partner to join their high-performing People and Culture team. Please note; this role offers hybrid working, requiring 3 days in the office in Central London. As HR Business Partner you’ll be supporting a specific area of the business and will play a key role in supporting and driving initiatives, ensuring employees are developed and engaged and this world-class organisation remains an outstanding place to work.

This is a broad generalist role that encompasses everything from talent management, engagement, succession planning, ER through to data analysis and working with managers to embed new creative ways of working.This role requires someone with a collaborative approach, a strategic mindset and great problem solving skills, and who also enjoys rolling their sleeves up and getting stuck into the day-to-day. As HR Business part you will:Build strong credible relationships with senior leaders across your client groupsAct as a performance coach and sounding board to senior managersWork with SME HR colleagues to drive people strategies and support the delivery of projectsProvide leadership and developmental support to HR AdvisorsProvide analytics and insights from People-related data to support Directors with departmental plans and strategic initiativesSupport change management initiativesManage a range of complex, high risk and highly sensitive employee relation casesManage headcount and resource planning processesLead and drive a variety of HR projectsTo be considered you will require:CIPD qualification or equivalent specialist knowledge gained through experience in a senior HR position, with evidence of CPDExtensive experience of working as an HR generalist and operating in an HR Business Partnering capacity in a large and complex organisationExperience of partnering with HR Centres of Expertise and a track record of delivering HR initiatives such as talent, succession planning and engagement.Sound knowledge of good HR practice and employment law and translating this into innovative and effective practical solutionsHighly pragmatic, flexible and adaptable in approach to meet competing demands and deadlinesExperience of utilising data and drawing insights in order to inform strategic people-related decisionsExcellent communication skills with experience of drafting and presenting clear and concise reports on complex issuesOutstanding interpersonal skills, including political awareness and emotional intelligenceExperience in an academic or similar research-driven environment would be beneficial