HR Business Partner

Role Overview / Purpose

The HR Business Partner (HRBP) acts as a trusted adviser to managers, providing proactive and strategic HR support across all global teams. The HRBP combines hands-on operational capability with forward-thinking strategic influence. This is a varied, fast-paced position where adaptability, a positive can-do attitude, and the ability to “wear many hats” are essential.

The HRBP partners closely with the business on HR strategy, oversees key processes delivered by the HR Assistant, drives key people initiatives, and ensures the organisation remains compliant, engaged and well-supported through its growth journey.

Key Responsibilities

Business Partnering

• Act as the primary HR partner for managers globally, providing coaching, advice and challenge on performance, capability, absence, conduct, employee wellbeing, development, reward and organisational change.


• Build strong, collaborative relationships with managers to understand business needs and deliver practical, commercially-focused HR solutions.


• Support managers through complex and sensitive employee relations matters, ensuring fair, consistent and legally compliant outcomes.

Leadership and Operational Oversight

• Line manage the HR Assistant, overseeing payroll, onboarding, offboarding, HR systems, documentation and day-to-day HR administration, acting as the escalation point for complex issues.


• Ensure efficient, compliant and high-quality HR operations, continuously improving processes where possible.

Compliance and Employment Law

• Take ownership of ensuring employment law compliance across all regions where staff are employed.


• Maintain up-to-date knowledge of legislative changes and best practice, communicating updates and required actions to managers and the business.


• Oversee visa and immigration processes to ensure compliance, risk management and timely renewals.

Reward, Benefits and HR Cycles

• Oversee company reward and benefit programmes, ensuring competitiveness, consistency and employee value.


• Lead key HR calendar activities including annual performance reviews, pay progression and promotion processes, salary reviews and benefit renewals.


• Support compensation benchmarking and provide recommendations to managers and leadership.

Learning and Development

• Oversee the Learning Management System (LMS), ensuring it remains up to date, relevant and valuable for employees.


• Work with managers to identify learning needs and support the creation or sourcing of appropriate development activities.


• Provide guidance on career development, upskilling and growth pathways within the business.

Engagement, Wellbeing and Culture

• Lead engagement survey analysis, identifying themes and partnering with managers to implement actions that enhance culture and retention.


• Support delivery of wellbeing campaigns, staff events and other activities that strengthen employee experience.


• Promote a positive, inclusive and collaborative working environment across all locations.

Projects and Continuous Improvement

• Deliver ad hoc HR projects such as retention initiatives, career development frameworks, workforce planning or policy updates.


• Analyse HR data and trends to inform decision-making and recommend improvements.


• Contribute to wider HR strategy and support the VP HR on organisational initiatives, reporting and planning.

Key Skills and Competencies

• 5+ years broad HR experience, ideally including business partnering and global exposure.


• Strong working knowledge of employment law, compliance requirements and HR best practice.


• Ability to build strong, trusted relationships with managers at all levels.


• Proven experience managing or overseeing payroll, HRIS and administrative processes.


• Highly adaptable with a positive can-do attitude, comfortable handling a varied workload and supporting diverse tasks.


• Strong analytical and problem-solving skills, with the ability to interpret data and drive meaningful actions.


• Excellent communication skills, with the confidence to influence decisions and challenge constructively.


• Experience in reward, benefits, performance cycles and L&D processes is essential.


• CIPD qualification (Level 5 or above) preferred.