Senior HR Business Partner

Purpose of the Role

To serve as a highly strategic consultative advisor to designated business units/leaders, driving business outcomes through people strategies. The Senior HR Business Partner is a crucial partner who translates business priorities into HR initiatives, focusing on organisational design, talent and succession , change management, leadership, and performance management to ensure the business unit achieves its strategic goals.

Key Responsibilities

Strategic Business Partnership & Organisational Effectiveness: 

• Embed within the business unit to deeply understand its strategic roadmap, P&L drivers, competitive landscape, and operational challenges.
• Use business insights to design, recommend, and implement HR strategies (e.g., structure, roles, capabilities) that enhance organisational effectiveness and drive quantifiable business results.

Strategic Workforce & Talent Planning: 

• Lead the business unit's strategic workforce planning, assessing future talent needs, identifying critical roles, and developing integrated talent strategies for acquisition, internal mobility, and succession planning.
  
  Performance and Talent Management Cycle Leadership: 
• Own and drive the effectiveness of the entire performance and talent management cycle within the designated units.
• Coach managers to have high-impact performance conversations, identify high-potential talent, and create structured development/career paths to retain and elevate top performers.
• Address performance issues with clear, systematic, and legally compliant processes.

Change Leadership & Culture Transformation: 

• Design and execute HR interventions to support business changes
• Act as a culture champion, utilising data-driven diagnostics (e.g., engagement surveys, pulse checks) to influence leadership on required shifts in culture, values, and employee experience.

Data-Driven HR & Business Insight: 

• Leverage HR data (e.g., turnover, engagement, D&I, time-to-fill, performance ratings) and financial data to provide the business leadership with predictive insights.
• Use data to challenge assumptions, measure the ROI of HR initiatives, and guide strategic decision-making.

Complex Employee Relations & Risk Management: 

• Handle sensitive, complex, and high-risk employee relations issues, including executive coaching on team dynamics and managing compliance investigations, ensuring alignment with legal requirements and fostering a fair, high-integrity working environment.

Compensation & Reward Alignment: 

• Partner with the Compensation & Benefits team to ensure reward structures (salary, bonus, equity) are competitive, internally equitable, and reinforce the desired performance culture and business outcomes within the unit.

Skills & Qualifications

• Bachelor's degree in HR, Business Administration, Organisational Development, or a related field. Master’s degree or relevant professional certification (e.g., CIPD, SHRM) is highly desirable.
• Minimum of 5 years of progressive HR experience, with at least 3-4 years in a dedicated, strategic HR Business Partner role, preferably supporting a complex, high-growth, or international business unit.
• Deep business acumen and understanding of P&L drivers, organisational functions, and how people strategy directly impacts financial and operational performance.
• Demonstrated success in leading change management initiatives and influencing executive-level stakeholders without direct authority.
• Expert knowledge of employment law and best practices in employee relations, performance management, and talent development especially in Germany, France, Poland and the UK
• Exceptional communication, consultation, and analytical skills, with a proven ability to translate data into actionable business strategies.
• Strong executive coaching and conflict resolution skills.