HR Business Partner - Corporate Office

About the Role

The Corporate Office HR Business Partner (HRBP) works closely with Directors, senior leaders and line managers to deliver the annual People Plan and the core colleague lifecycle. The role acts as a trusted adviser, providing HR expertise, coaching and guidance to build leadership capability, drive engagement, and support a high‑performance culture.

This position also holds responsibility for leading senior leader recruitment and shaping organisational capability to meet business needs.

Advise and coach line managers on pay and lead the annual pay review process. Manage the end‑to‑end annual talent cycle, supporting managers in identifying high‑potential talent and building succession pipeline.

Contribute to the People Plan, ensuring alignment with the Group People Strategy and the needs of your business area.

Provide HR expertise and coaching on organisational design, structural changes and role creation.

Partner with the Resourcing Manager to ensure high‑quality recruitment outcomes, with a strong focus on internal mobility and talent development.

Lead the end‑to‑end recruitment of senior leaders and business-critical roles. Partner with Directors to shape role requirements, success criteria, and leadership behaviour expectations.

• Proven experience in an HR Business Partner or senior HR Advisory role.
• Strong background coaching and advising managers on ER, performance, talent, and organisation issues.
• Experience delivering the annual People Cycle (pay review, performance, talent, engagement).
• Demonstrated ability to analyse people data and present insights to leaders.
• Experience managing end‑to‑end ER cases, including complex or sensitive situations.
• Track record of building strong stakeholder relationships with senior leaders.
• Experience managing senior, specialist, or business-critical recruitment.
• Ability to influence directors and shape leadership hiring decisions.
• Experience working with executive search providers and running robust assessment processes.
• Strong understanding of leadership capability, behaviours, and succession implications.
• CIPD Level 5 (or equivalent HR experience).
• Strong working knowledge of UK employment law and HR best practice.
• Evidenced commitment to continuous professional development.

• Experience working in a multi-site, matrix, or fast-paced environment.
• Comfortable working with HR systems and shared service models.
• Coaching qualification (e.g., ILM, EMCC).
• Accreditation in psychometric or leadership assessment tools (e.g., SHL, Saville, Insights).