Interim Senior HR Business Partner (12m FTC) Salary: £75,000 - £85,000 per annum (pro-rata) Contract: 12-month fixed-term Location: Northwest - fleixble with ad-hoc onsite working Hours: Monday to Friday - standard office with flexibility Interview: 2 virtual stages

An exciting opportunity has arisen for an Interim Senior Human Resources Business Partner to join a forward-thinking organisation in the Northwest, offering a highly competitive salary of £75K - £85K and a flexible working arrangement. This pivotal role places you at the heart of the People Team, where your expertise will directly influence business strategy and drive meaningful change across a global environment.

As a trusted advisor to senior stakeholders, you will play a crucial part in shaping and executing the People Plan, ensuring alignment with the wider Global HR Strategy while supporting ambitious growth objectives.

What You'll Do

As an Interim Senior Human Resources Business Partner based in the Northwest region with hybrid working flexibility, you will be entrusted with significant responsibility for driving both strategic direction and hands-on operational excellence within your assigned business areas. Your day-to-day activities will involve close collaboration with executive leaders to develop people strategies that are fully aligned with broader organisational goals. You will play an instrumental role in managing change initiatives—whether related to restructuring or growth—ensuring seamless communication and transition throughout. By evaluating organisational structures and implementing best-in-class performance management systems, you will help optimise team effectiveness while nurturing talent pipelines for future success.

• Act as a strategic partner to executive committee members and their leadership teams by providing both operational and strategic human resources guidance that shapes commercial plans within assigned business areas.
• Translate business objectives into actionable local HR initiatives and workforce plans that align with commercial requirements while contributing valuable input into the global people strategy.
• Lead organisational change efforts by developing effective change management strategies for acquisitions, restructures, or disposals, collaborating closely with key stakeholders to ensure smooth transitions and minimal disruption.
• Evaluate current organisational structures to identify opportunities for improved efficiency and effectiveness that support delivery of business goals.
• Work collaboratively with Centres of Excellence and senior leaders to implement robust performance management frameworks including KPIs, reviews, and tailored development plans.
• Partner on talent management strategies such as workforce planning, succession planning, talent pipeline development, and identification of high-potential colleagues while proactively addressing risks or gaps.
• Champion initiatives that enhance colleague experience by promoting values-driven activities focused on engagement, diversity, inclusivity, recognition, retention, and positive workplace culture.
• Leverage HR data analytics to provide insightful recommendations that inform decision-making processes around people initiatives and help anticipate future challenges or opportunities.
• Identify training needs within assigned areas and collaborate with Centres of Excellence to design impactful learning programmes; coach senior leaders to strengthen their leadership capabilities.
• Serve as a senior advisor on complex employee relations matters by mitigating risks of employment litigation, ensuring compliance with employment law, and coaching leaders through sensitive issues.
  
  

• CIPD Level 7 qualification (or currently working towards accreditation) or equivalent business experience demonstrating deep understanding of human resources best practices.
• Comprehensive knowledge of UK employment law coupled with proven ability to ensure compliance across all aspects of employee relations.
• Exceptional stakeholder management skills enabling you to build strong relationships with diverse groups while balancing competing demands effectively.
• Outstanding communication abilities allowing you to adapt your style according to audience needs while fostering trust at all levels of the organisation.
• Proven track record in designing talent management strategies encompassing workforce planning, succession planning, high-potential identification, and risk mitigation.
• Extensive experience in leading organisational design projects as well as transformation initiatives aimed at improving efficiency or adapting to change.
• Adeptness at using HR data analytics tools (such as Workday or larger HCM platforms like SAP or Oracle) alongside Microsoft Office suite for informed decision-making.
• Experience handling complex employee relations cases including conflict resolution while minimising risk of litigation through sound advice and coaching.
• Comfortable operating in fast-evolving environments where adaptability is essential for success.