Salary: £56,500
Location: London — A mix of remote & onsite working
Closing date: 19 November 2025

This is an exciting opportunity to play a pivotal role in the Drive Partnership, a collaboration between SafeLives, Respect, and Social Finance. The Partnership works to stop perpetrators of domestic abuse, support survivors, and build systems that make families everywhere safe and well.

The Opportunity

Reporting to the Head of Operations (Drive Partnership), the HR Business Partner will act as a trusted strategic advisor and operational lead for the Drive central team, supporting around 60 staff across the three partner organisations. You will work closely with a Social Finance colleague to ensure alignment and effective communication across the partnership.

You will provide proactive, people-focused support across the full employee lifecycle — from workforce planning and organisational design to recruitment, engagement, and wellbeing. You will play a key role in shaping inclusive, consistent, and evidence-based people practices that strengthen the Partnership’s culture and enable high performance.

This is a unique, cross-organisational role. While Social Finance will act as the lead employer (and you will be formally employed by Social Finance), you will work day‑to‑day as a key member of the Drive Partnership’s central team, collaborating closely with HR colleagues from SafeLives, Respect, and Social Finance to share best practice and ensure consistency across organisations.

This role will suit an experienced HR professional who thrives in collaborative, mission‑driven environments and enjoys shaping strategic people solutions, building relationships, and navigating complexity.

The Team The Drive Partnership, established by Respect, SafeLives, and Social Finance in 2015, is working to end domestic abuse and protect victim‑survivors by disrupting, challenging, and changing the behaviour of those who are causing harm. The Drive Partnership does this through the development of innovative responses to those causing harm and advocating for systems and policy change to develop sustainable, national systems that respond more effectively to all those causing harm to increase the safety and freedom of all adult and child victim‑survivors.Our vision is that by 2026 there will be a consistent approach which sees agencies in all PCC and local authority areas across England and Wales – backed by national leaders – working together to disrupt abuse and change behaviour to increase safety for victim‑survivors, including children and families.

Responsibitities

Strategic HR Business Partnering

• Partner with the Drive Partnership leadership team to develop and deliver workforce plans that align with programme priorities and ensure teams are structured for success.
• Provide insight, challenge, and evidence-based recommendations to inform strategic decisions around Partnership design, resourcing, and culture.
• Participate in leadership and Board meetings, contributing to discussions on people and organisational effectiveness.
• Develop and maintain trusted relationships with senior stakeholders across partner organisations, influencing decision‑making through expert HR advice.

People Operations and Employee Experience

• Act as the first point of contact for HR queries for the Drive Partnership leadership team, providing clear, consistent advice on employment law, policies, and best practice.
• Lead the design and continuous improvement of recruitment, induction, and onboarding processes for Drive roles, ensuring a seamless and inclusive candidate experience.
• Contribute to salary structures including, pay benchmarking, and contractual changes, advising partners on pay and reward issues across the Partnership.
• Conduct and analyse exit interviews, producing actionable insights to inform retention and engagement strategies.
• Champion employee engagement and wellbeing — analyse feedback, identify trends, and implement initiatives that enhance the employee experience.

Collaboration and Continuous Improvement

• Work closely with HR teams in Respect, SafeLives, and Social Finance to align HR policies, processes, and systems where possible.
• Support the creation and embedding of a strong, inclusive culture that reflects the Partnership’s values and mission.
• Contribute to projects to strengthen diversity, equity, and inclusion across the Partnership.
• Use HR metrics and data to provide insight and drive continuous improvement across all people practices.

About You

Experience and Skills

• Proven experience in a strategic or senior HR generalist role with exposure to the full employee lifecycle, ideally across multiple organisations or partnerships.
• Strong relationship management and influencing skills, with the ability to work effectively with senior leaders across different organisational contexts.
• In‑depth knowledge of UK employment law, HR policy, and best practice.
• Experience in designing and delivering recruitment, onboarding, and engagement strategies.
• Strong analytical skills, with the ability to interpret HR data and translate insights into practical actions.
• Excellent communication and interpersonal skills, with a collaborative and solutions‑focused approach.

Our Values

Everyone at Social Finance believes that change for communities is possible. To help us achieve it, we have three core values that guide everything we do. We are curious, empathetic and pioneering.

Working at Social Finance

The fixed salary for this position is £56,500 per annum. Working for a mission driven organisation is more than just what we pay though, it’s about our culture, our approach and what else we offer. Read more about working at Social Finance here .

Equity, Diversity and Inclusion

We actively encourage applications from under‑represented and minoritised groups, including those with lived experience of the social issues we are working to address. We are an equal opportunities employer.

We work on some projects where our clients may require different levels of DBS checking for our employees. Candidates deemed suitable for a role after interview will be asked to declare any unspent convictions to ensure that we are able to resource them to projects appropriately.

Closing date for applications: 5pm 19 November 2025

First round interviews: w/c 1 December 2025

Second round interviews: tbc

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