HR Business Partner

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HR Business Partner

  • Location:

    London

  • Contact:

    Godwin Sosi

  • Contact email:

    godwin.sosi@equitycity.co.uk

  • Job ref:

    845

  • Published:

    27 days ago

  • Expiry date:

    2026-10-15

Job Title: HR Business Partner 
Location: London / Hybrid
Salary Range: £65,000
Reporting to: Head of HR
 

Overview:
An opportunity for an experienced HR Business Partner to provide strategic and operational HR support across a diverse business environment. The role will partner closely with leaders and managers to deliver the people strategy, provide expert guidance across the employee lifecycle, and support organisational change and growth.

This is a broad and commercially focused HRBP role, combining day-to-day employee relations and people support with strategic initiatives including workforce planning, recruitment, organisational development, employee engagement, acquisitions and TUPE. The successful candidate will build trusted relationships with senior stakeholders and act as a credible coach and adviser to leaders.
 

Key Responsibilities:

  • Support the development and implementation of the HR and culture strategy, ensuring people priorities align with wider business objectives.
  • Partner with leaders and line managers to provide expert advice and guidance across performance management, disciplinary and grievance matters, sickness absence, employee relations, recruitment, appraisal and organisational change.
  • Develop and lead effective recruitment strategies, ensuring a consistent, high-quality approach aligned with organisational values and best practice.
  • Provide commercially focused HR advice, identifying people-related risks, opportunities and solutions that support business performance.
  • Use workforce data and management information to identify trends in turnover, absenteeism, vacancies, performance and employee behaviour, translating insight into practical action.
  • Proactively identify emerging people issues and provide effective solutions before they become wider business challenges.
  • Coach and develop leaders and line managers in the effective application of HR policies, employment practices and change management.
  • Identify learning and development requirements through performance reviews and other management processes, contributing to training programmes, development plans and succession planning.
  • Support organisational design and wider people initiatives, including restructures, redundancy programmes and other workforce change.
  • Lead and support TUPE processes and people-related activities arising from acquisitions and business transfers.
  • Drive employee engagement through change initiatives, feedback mechanisms and analysis of employee insights.
  • Support the development of a culture focused on customer excellence, continuous improvement and high performance.
  • Work collaboratively with the wider HR function on cross-business projects and initiatives, providing support across different locations and areas when required.
  • Contribute to the development and knowledge-sharing of the wider HR team.
  • Ensure HR practices comply with relevant employment legislation, regulatory expectations, organisational policies and recognised best practice.
  • Maintain a flexible approach and take on additional responsibilities or projects as business priorities evolve.



What We're Looking For:

  • Proven experience working as an HR Business Partner or in a broad HR advisory/management role.

  • Strong knowledge across the full employee lifecycle, including recruitment, employee relations, performance management, absence, organisational change and workforce planning.
  • Strong knowledge of UK employment legislation, including TUPE.
  • Experience advising and coaching leaders and line managers in complex and changing environments.
  • Experience supporting organisational design, restructuring, redundancies, acquisitions and/or TUPE activity.
  • Strong commercial awareness and the ability to understand how people decisions affect business performance, costs and operational priorities.
  • Excellent problem-solving and analytical skills, with the ability to translate workforce data into meaningful recommendations.
  • Strong communication, influencing, negotiation and relationship-building skills.
  • A proactive and pragmatic approach, with the ability to prioritise effectively and manage multiple projects simultaneously.
  • Ability to operate confidently in a dynamic environment where priorities can change quickly.
  • Strong attention to detail and excellent written and report-writing skills.
  • Good understanding of HR and IT systems, with strong proficiency in Microsoft Office.
  • Ability to build trusted relationships across a wide range of internal and external stakeholders.
  • Willingness to travel between office locations when required.
  • Commitment to professional development and to delivering tangible value to the wider business.
  • Awareness of, and commitment to, applicable financial services regulatory conduct standards, including acting with integrity, due skill, care and diligence, openness with regulators, and due regard for customers and proper standards of market conduct.



Desirable but Not Essential:

  • Degree-level education or equivalent.

  • CIPD qualification or equivalent professional HR qualification.
  • Experience across a broad range of HR disciplines, particularly in an HR Business Partner capacity.
  • Previous experience within financial services, insurance or the Lloyd’s market.
  • Experience working within a regulated environment.

 

About the Company:
A well-established and commercially focused organisation operating within the financial services and insurance sector. The business has a strong reputation for technical expertise, professionalism and collaborative working, with a focus on delivering high-quality outcomes for customers and stakeholders.

The organisation is operating in a dynamic and evolving environment, with continued investment in its people, culture, operational effectiveness and long-term growth. The successful HR Business Partner will play an important role in supporting leaders through this evolution while strengthening employee engagement, performance and organisational capability.