Senior Group HR Business Partner

Overall objective: This is an exciting opportunity to play a key role in delivering an effective, people-focused HR service across our JMG Group of businesses. Reporting to the Head of People Operations, you will provide senior-level HR support across all aspects of the employee lifecycle, including absence and performance management, employee relations, engagement, talent management, and the implementation of all our HR policies and procedures to newly acquired businesses.

As we enter a period of significant growth this role has been created to support both the continued expansion and evolving needs of the Group. You’ll be responsible for leading a small, capable HR team, ensuring high-quality support across the business while also driving key people initiatives that align with our culture and growth ambitions. You will play a pivotal role in shaping and delivering HR strategies that improve employee retention, satisfaction, and engagement, while ensuring our people have the tools and development opportunities they need to thrive.

Alongside the day-to-day operational HR responsibilities, you’ll also be involved in exciting strategic projects linked to acquisition integration, culture development, and talent planning. This is an ideal role for someone who thrives in a fast-paced, evolving environment and wants to be part of a collaborative, forward-thinking team helping to shape the future of a business in a major growth phase.

Key Duties and Responsibilities

• Act as a strategic HR partner across designated business areas, supporting leaders with all aspects of the employee lifecycle.
• Line manage and support a small HR team, fostering a collaborative, high-performing culture.
• Design, implement, and embed a Group-wide performance management framework that drives accountability, growth, and employee development.
• Lead initiatives to improve employee retention, engagement, and satisfaction, aligned with business objectives.
• Develop and deliver HR solutions that support the integration of new acquisitions and the Group’s ambitious growth strategy.
• Provide guidance and coaching to managers on employee relations matters, including disciplinary, grievance, and absence issues.
• Oversee the review, development, and implementation of HR policies and procedures to ensure consistency, compliance, and best practice.
• Support talent development by identifying skills gaps and promoting access to training and career development opportunities.
• Champion diversity, equity, and inclusion across the Group, embedding these principles into everyday people practices.
• Collaborate with the wider People & Culture team to align Group initiatives and ensure consistency across regions.
• Use data and HR metrics to monitor trends, inform decisions, and measure the impact of people strategies.
• Lead or contribute to Group-level projects, including cultural initiatives, HRIS implementation, and organisational development programmes.
• Support health and wellbeing initiatives that contribute to a positive, engaging workplace environment.
• Ensure legal and regulatory compliance in all HR activities, staying abreast of employment law developments.

Knowledge, Skills and Experience

• Ideally, CIPD Level 7 qualification, with significant practical HR experience.
• Proven experience in designing and implementing performance management frameworks across an organisation.
• Strong background in employee relations, with experience managing complex cases, including disciplinary, grievance, and absence management.
• Experience in leading and managing a small HR team, ensuring high performance, collaboration, and development.
• Demonstrable experience supporting rapid business growth and acquisition integration, especially within a fast-paced environment.
• Excellent understanding of employment law and the ability to provide expert advice on HR matters to senior management and staff.
• Ability to develop and implement HR policies and procedures that are aligned with business strategy and ensure legal compliance.
• Strong communication skills, with the ability to engage and influence stakeholders at all levels of the business.
• Proven track record in employee engagement and retention strategies, with measurable success in improving workplace satisfaction.
• Data-driven approach to HR, with experience using HR metrics and analytics to guide decision-making and measure impact.
• Ability to think strategically and commercially, understanding the wider business context and aligning HR activities to business goals.
• Adaptable and resilient, with the ability to thrive in a growing, dynamic environment.
• Strong IT skills, with proficiency in HR systems and Microsoft Office applications.