Senior HR Business Partner in London

ROLE OVERVIEW AND PURPOSE

You will need to be a versatile, diverse and experienced HR generalist who has a proven successful record of leading and delivering all aspects of HR and IR with dedication and passion, whilst keeping abreast with changes in employment legislation.

You be responsible for shaping the performance and development systems for all ABM Aviation UK Ltd team members as well as designing and supporting the company talent frameworks.

This includes performance management, succession planning and workforce/human resource planning whilst guiding and managing Human Resources services for the Company.

Confidentiality is key as well as loyalty to the operational Directors, HR and the Company.

You need to be able to give a clear picture with full understanding of how each division or site is running and what is happening at all levels.

Effective people skills are critical to always ensure good relationships with all team members and external contacts.

You will also be responsible for developing and implementing the HR planning of each division or site and l produce accurate and timely HR reports monthly in order to provide accurate information to the Senior HR Director and operational leads.

KEY RESPONSIBILITIES

The Senior HR Business Partner is the strategic People partner for ABM's London Heathrow Passengers Requiring Support (PRS)contract.

Partnering with the Account Director and senior operational leadership team, the role translates the contract strategy and ABMUK & IPeople Strategy into a focused account people plan with clear priorities, ownershipand measurable outcomes.

Reportinginitially to the VP, HR UK & Ireland, the role is accountable for ensuring people priorities support safe and consistent service delivery, colleague experience, operationalperformanceand client confidence within a complex, high-profile 24/7 aviation environment.

This is an individual contributor role with no direct reports.

It delivers outcomes through influence: coaching operational leaders, building managercapabilityand bringing together the right People specialists and business stakeholders to deliver agreed priorities.

The role has a critical focus on strategic workforce planning, frontline leadership capability, talent and succession, colleague engagement and voice, attendance, retention, performance, inclusionand workforce stability.

It uses people, operational and client insight toidentifyroot causes, anticipaterisk and target action where it will have the greatest impact.

The role also provides senior People leadership for organisational change, employee and industrial relations, business-critical people risks and people-related client governance, working closely with Employee Relations, Recruitment, Learning & Development, Talent, Engagement, Communications Shared Services, People Insights, HR Technology and People Programmes.

KEY RESPONSIBILITIES

• Strategic Account Partnership and Client Alignment
• Lead the development and delivery of the London Heathrow PRS account people plan, aligned to the contract strategy, ABMUK & Ireland People Strategy, operationalprioritiesand Enterprise strategy.
• Act as a trusted adviser to the Account Director and senior operational leadership team, providing commercially focused, practicaland insight-led Peopleadvice.
• Build effective relationships with relevant client stakeholders and contribute to people-related client governance, reviewsand improvement plans.
• Translate operational priorities, service requirements and client expectations intoclearworkforce, leadership, cultureand colleague-experience outcomes.
• Ensurepeopleactivity supports contract performance, service continuity, colleagueexperienceand client confidence, escalating material risks to the HR Director.
• Leading Through Influence and Integrated People Support
• Deliver outcomes through influence rather than formal authority, setting clear expectations with leaders andmaintainingaccountability for agreedpeopleoutcomes.
• Coach and challenge operational leaders and managers to build ownership, capability, consistency and confidence inpeopleleadership.
• Bring together Employee Relations, Recruitment, Learning & Development, Talent, Engagement, Shared Services, People Insights, HR Technology, Communications and People Programmesaround the account's priorities.
• Establish clear ownership, handoffs, timescalesand escalationroutesso specialist support is joined up, timelyand aligned to operationalneed.
• Act as a senior escalation point for complexpeoplerisks, stakeholder challenges and cross-functional dependencies, ensuring the VP HRhas early visibility of material issues.
• Culture, Engagement and Team Member Voice
• Develop and drive a practical account culture and engagement plan that supports an inclusive, respectfuland high-performing frontline environment.
• Strengthenteam membervoice and communication across shifts, locationsand workforce groups, ensuring leaders listen, respondand visibly follow through on feedback.
• Use engagement, retention, attendance, employee-relationsand operational insight toidentifythemes, address rootcausesandprioritisetargeted interventions.
• Coach leaders to improve performance, attendance, wellbeing, recognition and the quality and consistency of the day-to-day colleague experience.
• Work with Communications, Engagementand other specialist teams to ensure account activity is coordinated, accessible and relevant to frontline colleagues.
• Workforce Planning, Talentand Organisational Effectiveness
• Lead strategic workforce planning for the London Heathrow PRS contract, aligning workforce capacity and capability to service demand and operational requirements.
• Work with leaders toidentifyrecruitment and retention pressures, future skills, critical-role dependencies, capabilitygapsand succession risks.
• Partner with Talent, Recruitment and Learning & Development to strengthen frontline leadership, critical-role succession, careerpathwaysand workforce capability.
• Supportorganisationaldesign, structurereviewsand changes to ways of working, ensuringaccountabilities, spans and interfaces enable effective service delivery.
• Bring relevant externalinsightfrom aviation, facilitiesmanagementand frontline service environments to challenge thinking and inform practical solutions.
• People Change and Contract Readiness
• Lead the business partnering contribution toorganisationalchange, service improvement, technology and process implementation, TUPE, mobilisationanddemobilisationactivity affecting the account.
• Work with People Programmesand specialist teams to confirm the right delivery model, roles, governanceand account support for each activity.
• Provide senior stakeholder management, business context, people-riskinsightand local implementationsupportso change is effectively coordinated, adoptedand embedded.
• Identifypeoplerisks, dependencies and colleague impacts that may affect service continuity, operationalperformanceor client confidence, and ensure effective mitigation is in place.
• Employee and Industrial Relations
• Maintain effective relationships with employee representatives and trade unions, supporting constructive engagement and early resolution of workforce issues.
• Support the VPand Industrial Relations & HR Policy Centre of Expertise with pay negotiations, collective consultation and other industrial-relations activity affecting the account.
• Partner with Employee Relations on complex, high-risk or business-critical matters, ensuring decisions balance legal, commercial, colleague, operational and client considerations.
• Use employee-relations data and case themes toidentifysystemic issues, strengthen managercapabilityand reduce repeat risk.
• Insight, Governance and Continuous Improvement
• Establish a clear account people scorecard and governance rhythm, combining people, operational and relevant client measures to track delivery and impact.
• Use workforce data and qualitative insight toidentifyemerging risks, trends and opportunities and turn them into focused action.
• Provide clear, timelyupdates to the Account Director, account leadership team and HR Director on progress, risks, decisionsand supportrequired.
• Evaluate the impact of people interventions and adjust priorities where outcomes are not improving at the required pace.
• Contribute to continuous improvement of the People Operating Model, ensuring the account receives proactive, joined-up and value-adding support.
• Measures of Success
• A clear, measurable London Heathrow PRS account people plan is agreed, ownedand delivered in line with contract and client priorities.
• Progress isdemonstratedagainst agreed baselines and targets for colleague engagement, retention, attendance, workforce stability, managercapabilityand other priority people outcomes.
• Workforce capacity, capabilityand succession risks areidentifiedearly and translated into practical action that supports service delivery.
• Frontline leadership capability, critical-rolesuccessionand accountability for people outcomes are strengthened.
• Complex employee and industrial relations risks are managed proactively, with repeat themes reduced and service disruption minimised.
• Change is effectively coordinated and embedded, with colleague impact, operationalcontinuityand client confidence actively managed.
• Specialist People support is joined up andtimely, with clear ownership, handoffsand accountability for outcomes.
• People insight informs decisions and people activity makes a visible contribution to colleague experience, operationalperformanceand client confidence.
• Significant senior HR business partnering experience in a complex, unionised, frontline, customer-service or regulated environment; aviation or facilities management experience is desirable.
• Demonstrable experience of developing and delivering strategic account peopleplansthat improve workforce, leadership, cultureand business outcomes.
• Strongtrack recordof influencing senior operational and client stakeholders, delivering throughothersandretainingaccountability without formal authority or direct reports.
• Experience of strategic workforce planning, organisational effectiveness, talent and succession, managercapabilityand employee engagement in a large operational workforce.
• Strong employee and industrial relations experience, including complex case management, trade-union engagement, collectiveconsultationand pay negotiations.
• Ability to use people, operational and commercial data to diagnose issues, establishpriorities, measureimpactand communicate clear recommendations.
• Experience of leading or supporting organisational change, TUPE, mobilisation, technologyor process implementation in a business-critical environment.
• Strong commercial judgement and an understanding of how people outcomes affect contract performance, service delivery, colleagueexperienceand client confidence.
• Resilient, credibleand collaborative, with the ability to work at pace, navigate ambiguity andmaintaineffective challenge in a high-profile 24/7 operation.

QUALIFICATIONS

• CIPD qualificationrequired.
• Degree-level education or equivalent experience.
• Further development in HR business partnering, change, employee relations or organisational design desirable.

***Please note that obtaining an airside pass is an essential requirement of this role.

As part of this process, the successful candidate will be required to complete a full five-year background check, including a criminal record check***

We’re proud to offer a great range of benefits including

• 24/7 GP: Both you and your immediate family can speak to a UK-based GP from the comfort of your own home
• Mental Health support and Life Event Counseling
• Get Fit Programme
• Financial and legal support
• Cycle to work scheme
• Access Perks at Work, our innovative employee app where you can find:
• Perks: discounts, gift cards, cashback, and exclusive offers
• Life: Search for resources and tools on topics ranging from family and life to health, money and work
• Support: Online chat or telephone service for urgent support in a crisis
• For more information about ABM’s benefits, visit our

About ABM

ABM (NYSE: ABM) is one of the world’s largest providers of integrated facility, engineering, and infrastructure solutions.

Every day, over 100,000 team members deliver essential services that make spaces cleaner, safer, and efficient, enhancing the overall occupant experience.

ABM serves a wide range of market sectors including commercial real estate, aviation, mission critical, and manufacturing and distribution.

With over $8 billion in annual revenue and a blue-chip client base, ABM delivers innovative technologies and sustainable solutions that enhance facilities and empower clients to achieve their goals.

Committed to creating smarter, more connected spaces, ABM is investing in the future to meet evolving challenges and build a healthier, thriving world.

ABM: Driving possibility, together.

For more information, visit.

ABM are committed to employment practices that promote diversity and inclusion in employment regardless of age, disability, gender reassignment, sex, marriage and civil partnership status, pregnancy and maternity status, race, religion or belief.

We are proud members of the Armed Forces Covenant Employer Recognition Scheme.

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