Senior HR Business Partner

About the role

Senior HR Business Partner

Salary: £70,000 - £85,000 plus excellent Benefits

Working Pattern: 37.5 hours per week | 4 day working week Monday to Thursday,

Location: Havant, Portsmouth – Hybrid (minimum of one day on site)

Reporting to the HR Lead for RMS, you will provide support to, and deputise for, the HR Lead when required, as well as lead key HR projects and initiatives. Examples include corporate initiatives, new business activities and TUPE-related work.

As the successful candidate, you will be responsible for designing and driving HR initiatives that align with business objectives across your assigned client groups. You will act as a trusted consultant and coach to leaders on a wide range of HR matters, while serving as both an employee champion and change agent. You will assess and anticipate human capital requirements and opportunities, partnering with functional experts to develop and implement integrated solutions. The HRBP maintains an effective level of business literacy about the business units financial position, strategic plans, culture and competition.

Working as part of the LMUK HR team, you will be an experienced HR Business Partner with a proven track record of supporting multiple client groups across several sites within a complex organisation. You will be a strong HR generalist, with experience leading a broad range of HR workstreams, including resourcing, HR projects, leadership coaching and development, performance management, employee relations, talent development and, when required, benefits, compensation, and learning and development.

Engaging with leaders at all levels, you will provide full HR support in the above areas, delivering quality advice and guidance on day-to-day activities across your client groups, enabling the successful engagement, motivation and retention of employees.

Basic Qualifications

CIPD Qualified / Post grad qualification in Human Resource Management.

Appropriate degree from an accredited college, or equivalent experience/combined education, with professional experience and specialised training commensurate with assignment

Required Skills

Change management

Has personally supported & lead multiple significant organisational changes — TUPE, restructures, reorganisations, acquisitions, transformation, cost reduction, operating-model changes etc.

Independent HR partnering

Can independently identify people issues, determine the HR approach and recommend actions to leaders without needing support to define the solution.

Strategic thinking

Understands the business strategy and translates it into workforce, capability, organisation and people implications.

Leadership partnering

Confidently challenges senior leaders, including when their preferred approach creates people, legal, cultural or organisational risk.

Organisation design

Experience designing/reviewing structures, roles, spans and layers, reporting lines and accountabilities.

Employee relations

Strong ER judgement and confidence handling complex, sensitive and high-risk cases, including knowing when escalation or specialist advice is needed.

Workforce planning

Can work with leaders to help identify future workforce requirements, skills gaps, critical roles and succession/capability risks.

Change communication

Can help leaders communicate difficult messages effectively and anticipate employee reactions/resistance.

Data & insight

Uses people data to identify trends, risks and opportunities rather than simply reporting HR metrics.

Stakeholder management

Can operate across competing stakeholder groups and influence without relying on hierarchy.
Commerciality Understands the financial and operational drivers behind change and can balance employee experience with business requirements.

Resilience & pace

Comfortable working with ambiguity, changing priorities and incomplete information, while maintaining momentum.