HR Business Partner

The HR Business Partner is a strategic business partner to senior leaders, enabling commercial outcomes through high-performing, engaged, and scalable teams.

This role blends firsthand operational leadership with forward-looking people strategy. You will function as a trusted advisor, translating business strategy into actionable people plans that support growth, productivity, capability building, and organisational effectiveness.

We are looking for an ambitious and driven individual, currently operating at a senior HR or People & Culture executive level, who is ready to take the next step in their career as an HR Business Partner. This is an exciting opportunity for someone who has built a strong foundation in HR operations and is eager to broaden their commercial impact, working more closely with business leaders and drive our recruitment efforts seamlessly. The role offers genuine scope for progression, with a clear pathway towards a more strategic position within the business for the right person who demonstrates the vision, capability, and leadership potential to grow with us.

The role is based at Westgate, Hanger Lane, with 4-5 days a week office attendance required.

Key Duties & Responsibilities

Strategic Accountabilities

· Act as a trusted strategic partner to senior leaders, advising on organisational design, workforce planning, leadership effectiveness, and team performance.

· Influence leaders to adopt commercial, evidence-based people decisions aligned to growth, profitability, and sustainability.

· Use HR data and insights to challenge assumptions and improve decision-making.

Strategic Business Partnering

· Partner with leaders to deliver workforce and capability plans aligned to business strategy and financial forecasts.

· Advise on organisational design, role clarity, spans and layers, and succession planning.

· Coach leaders on performance, leadership behaviours, engagement, and change leadership.

· Support M&A, restructurings, TUPE, and transformation programmes.

· Provide strategic guidance on workforce planning and future capability needs.

Performance, Talent & Capability

· Lead performance management frameworks, ensuring clear goal alignment and continuous feedback.

· Support talent reviews, succession planning, and leadership development for critical roles.

· Drive capability building through learning strategies aligned to future skills and commercial priorities.

· Embed a culture of ownership, high standards, and continuous improvement.

· Partner with L&D to deliver targeted learning and development solutions.

Talent Acquisition

Own and deliver end-to-end recruitment, including

Drafting role profiles and adverts

Direct sourcing, CV screening, and shortlisting

Managing agencies where needed

Conducting interviews and advising hiring managers

Overseeing offers, onboarding, and early engagement

Lead performance management processes, ensuring clear objectives, timely feedback, and effective outcomes.

Personally support talent reviews and succession discussions for critical roles.

Employee Relations & Risk Management

· Lead and manage complex and high-risk employee relations matters (disciplinary, grievance, performance, absence, restructuring).

· Ensure consistent, fair, and legally compliant people practices.

· Provide pragmatic, commercial advice while mitigating risk and protecting company values.

· Partner with legal advisors where required.

People Operations & Governance

· Ensure Baltinglass delivery of core People processes across the employee lifecycle.

· Maintain compliance with UK employment legislation, data protection, and internal controls.

· Support audit requirements and reporting at the Group level.

· Enhance HR policies and governance frameworks.

Change, Engagement & Culture

· Lead people aspects of change initiatives, ensuring clarity, engagement, and adoption.

· Shape and embed the QBS People Promise and Culture Framework.

· Use engagement data to drive targeted action plans and measurable improvement.

· Act as a role model for company values and inclusive leadership.

· Champion employee engagement initiatives.

Leadership of the HR Function

· Contribute to Groupwide People strategy, sharing best practices and driving consistency.

· Champion continuous improvement of People processes, tools, and ways of working.

· Partner with Finance, Legal, Payroll, People Ops, and external providers to deliver a seamless People experience.

Key Relationships

· Internal: Executive team, senior leaders, Finance, Legal, Payroll, People Ops, wider workforce.

· External: Legal advisors, benefits providers, learning partners, consultants.

QUALIFICATIONS, SKILLS, KNOWLEDGE & EXPERIENCE

Essential and required

Proven experience in an HR Executive or Business Partner role within a fast-paced, commercial environment

Demonstrable experience of strategic business partnering at a senior leadership level

Strong grounding in UK employment law and employee relations

Demonstrable end-to-end recruitment experience, including CV screening and interviewing

Data-driven mindset with the ability to link people metrics to business outcomes

CIPD Level 5 or 7

Desirable Skills

Experience in multisite, scaling, or matrix organisations

Exposure to international or multi-country workforces

Experience supporting transformation, M&A, or organisational redesig

Benefits

Competitive salary

Private Medical Insurance

Healthcare scheme

Excellent contributory pension scheme

Life Cover

Online retail discounts

Cycle to Work scheme

Full training programme with continuing professional development

The role is a mix of 1 home working day and 4 office-based days; candidates should therefore have a reasonable commute to our Ealing office. Working hours 9.00 am – 5.30pm Monday to Friday.