Group Head of HR Business Partnering

Purpose of the role

Titan Wealth is a PE-backed, fast-growing wealth management group that has scaled significantly through M&A over the last four years, with active integration, organic growth, and international expansion underway.

The Head of Business Partnering is a senior leadership role responsible for building and running a high-performing, commercially-focused HR Business Partnering team. You will partner directly with the Senior HR Leadership team to shape the people agenda across their businesses, and own employee relations delivery across your team’s populations.

This is a role for an operator: someone who moves fast, makes decisions, gives managers direct answers, and acts as a genuine commercial partner – not a process owner. You will have a clear mandate to raise the bar within the BP team.

RESPONSIBILITIES

Strategic Business Partnering

Act as the senior people partner for the business on BAU people matters and the ongoing people agenda – building trusted relationships with the Wealth and Asset Management senior leadership teams and the managers that report into them. This means managing day-to-day BAU through the Senior HR Business Partners and Advisors, while also ensuring the annual People cycle is planned and executed to the right standard across all functions: which will require working with the different Heads of the specialist HR functions to understand their requirements whilst translating this to the business partnering team for successful execution. The Head of Business Partnering is accountable for the BP team delivering each of these touchpoints consistently and on time

Relay business priorities back to the HR specialist functions and translate them into people plans – drawing on the expert knowledge of Heads of Reward, TA, HR Operations, to inform workforce planning, capability assessment, succession planning, team design, and talent risk management

Provide commercially grounded, fast-moving HR support to deliver the right outcome at speed

Present People insights quarterly to Group HR director: attrition risk, capability gaps, engagement signals – proactively, not reactively

Partner with the Head of people Integration on integration delivery – ensuring your team supports restructure and TUPE work as required

Team Leadership and Capability

Lead, develop, and hold accountable a team of five: three Senior HRBPs, one Senior HR Advisor, and one HR Advisor

Build a coaching culture across the HR BP team

Set clear expectations, run a structured operating rhythm, and create accountability across your team

Employee Relations

Own the ER strategy across your team’s populations: set standards, manage complexity, advise on risk

Personally lead complex ER where required: senior exits, grievances with strategic implications, regulated conduct cases

Manage TUPE, redundancy consultation, and change processes linked to integration and restructure workstreams

Maintain a clear view of all open ER cases; ensure nothing sits unresolved beyond agreed SLAs

Acquisition and Integration

Support integration workstreams led by the Head of HR integration Programs with on-the-ground BP delivery: consultation, communications, role mapping, culture

Function Building

Work with the Group HR Director to define and execute the people strategy across your functions

Contribute to function-wide initiatives: performance management rollout, manager development programme, values embedding, reward harmonisation

Represent the People function credibly with the business – commercially, professionally, and with pace

Critical Skills and Experience Required

Essential

Minimum 5 years in wealth management, asset management, or financial advice firm

Significant post-qualification HR experience at Business Partner or above

Led a Business Partnering team of a minimum 3 +, with demonstrable examples of raising team capability and taking difficult people decisions

Personally led the people workstream of at least one M&A integration: TUPE, harmonisation, restructure, cultural integration not just “supported”

Directly partnered with senior managers and named as the HR person for a defined business unit, not as support to a more senior HRBP

Deep ER experience: has personally led complex performance exits, senior grievances, redundancy consultations, and FCA-regulated conduct cases

Commercially fluent: can hold a conversation in P&L terms, articulate the people impact of commercial decisions, and challenge business leaders on merit

Fast-moving and decisive, cutting HR process to deliver speed without creating unacceptable risk

SM&CR/FCA knowledge: understands Conduct Rules, Fit and Proper, T&C schemes, and Regulatory References

Interpersonal skills you will be assessed

Excellent communication skills - proactive and open

High Integrity

Team collaborator

Commercial thinking and solution-centric

Natural flair in bringing people and teams together

Ability to connect the dots!

Desirable

CIPD qualified (Level 7 or equivalent)

Experience in a PE-backed or acquisitive environment, ideally with international scope

Familiarity with HiBob HRIS

Other Information

Some travel to regional offices as required.

The role involves access to commercially sensitive and pre-announcement M&A information. Strict confidentiality obligations apply.