HR Business Partner

• Partner with Heads of Department and first-line managers to build confident, consistent people leadership across the function
• Coach managers on the fundamentals: clear expectations and goals, quality 1:1s, feedback, performance conversations, and managing underperformance early
• Embed practical “manager essentials” (toolkits, templates, learning sessions) and drive adoption through hands-on support
• Support leaders through ongoing organisational change, ensuring teams have clarity on structure, roles, ways of working and priorities
• Provide guidance on change communications, engagement and team health to maintain focus and momentum
• Partner with the Head of HR on org design, restructuring activity, risk management and ensuring fair, consistent application of process
• Strengthen performance management practices by driving accountability, calibration where required, and timely interventions
• Support talent planning and succession for critical roles
• partner with the Talent & Development pillar lead to implement development actions
• Enable internal mobility and development planning where it supports business resilience and capability needs
• Lead complex or escalated ER matters (performance, absence, disciplinaries, grievances, sensitive cases), ensuring high-quality decision-making and documentation
• Coach managers to navigate ER issues effectively, working closely with the HR Coordinator who supports first-line ER processes and administration
• Help leaders translate engagement insights into measurable action plans and improved team practices
• Role model and reinforce values and inclusive leadership behaviours, supporting retention and a strong employee experience
• Use people data and themes to identify trends, inform priorities and measure impact (e.g., attrition, absence, ER drivers, engagement)
• Define success measures and track progress (e.g., manager capability uptake, ER themes, absence/attrition, engagement actions)
• Work closely with the HR Coordinator (HR Ops Excellence) and the wider HR team to improve manager self-serve, streamline processes and deliver a joined-up People approach

• Proven HR Business Partner experience (or Senior HR Advisor ready to step up) supporting leaders and managers in a fast-paced environment
• Strong track record of developing managers and shifting day-to-day leadership capability through practical, embedded approaches
• Strong working knowledge of UK employment law and people best practice
• Confident handling complex ER casework end-to-end and coaching managers through difficult conversations
• Highly credible coaching style with the ability to influence Heads of Department and first-line managers
• Strong judgement and the ability to balance employee experience, performance and risk
• Practical, outcome-focused approach, able to simplify and embed good people practice at pace
• Comfortable using people data and insights to prioritise actions and measure impact
• Collaborative and proactive, with a continuous improvement mindset

Experience in digital/media/content environments is helpful, but not essential