Strategic People Partner

Strategic People Partner

You'll be the dedicated Strategic People Partner for our Operations portfolio — the largest, most complex and most data-rich environment in the business.

Your primary client is the Head of Operations. You'll work directly alongside the Operations Executives who lead the teams behind every branch in the country.

This role sits inside the leadership team — not beside it. Partner at the top: Work directly with Executives, Divisional Executives and Heads of Department as their dedicated people partner.

Act as the single point of contact for senior leaders on all things people.

Spot the blockers before they become problems and reset course when plans need to shift.

Turn insight into action: Use people data, workforce trends and business context to influence decisions that matter.

Track the progress of the people plan and report back with precision and strategic response.

Drive real change: Lead people-related change management across your client area — from culture and Diversity, Equity and Inclusion to Employee Experience and organisational effectiveness.

Build and roll out implementation plans for key transformation initiatives in partnership with our HR Centres of Excellence.

Coach people leaders to grow their own HR capability — so the whole organisation gets stronger over time.

Connect the dots across the business: Collaborate with HR specialist teams and business partners (including Finance) to deliver integrated, high-impact people solutions.

Represent your client's needs inside HR — and bring HR's thinking back to the business in a way that lands.

What you bring:

• 3 – 4 years as a strategic people partner or generalist, supporting key clients at a senior management level within the organisation.
• At least 4 years' experience in one or more HR specialist disciplines — recruitment and selection, talent management, learning and development, or similar.
• Proven experience building and maintaining key client relationships at senior management level — and leading, planning and managing multiple HR change initiatives across a dedicated client area.
• Strong data fluency — you can read workforce data, make sense of what it's telling you and build strategy from it.
• Knowledge: Commercial, business and financial principles and how they shape people decisions.
• Core HR disciplines: talent acquisition, talent development, leadership development, performance management, remuneration, organisational