Responsibilities
- Act as a strategic and operational business partner to divisional leadership teams, aligning people plans to commercial objectives and Group HR strategy.
- Serve as a trusted advisor, giving pragmatic, commercially focused HR guidance to support consistent, effective and values‑led decision‑making.
- Partner with leaders on workforce planning, performance, culture, engagement and organisational change, including business planning, restructures and TUPE activity.
- Provide early and ongoing HR input into tenders, acquisitions and growth activity, covering workforce risk, cost assumptions and transfer implications.
- Take end‑to‑end accountability for employee relations, TUPE transfers and mobilisation activity within the division, ensuring effective delivery, consistency and proactive risk mitigation.
- Lead complex and high‑risk employee relations cases, offering expert guidance and coaching to HR Advisors and senior leaders to build capability, improve decision‑making and enable effective local resolution.
- Co‑coach, support and develop ER Advisors, giving clear direction, quality assurance and acting as an escalation point for complex or sensitive matters.
- Deliver proactive, insight‑led HR support through a structured operating rhythm, enabling better upstream decision‑making and stronger execution.
- Identify emerging people risks and implement preventative interventions to minimise escalation, including legal and tribunal exposure.
- Ensure consistent application of HR policies, procedures and employment law, maintaining strong governance, documentation and audit trails.
- Build effective relationships with operational leaders, clients and trade union representatives, supporting consultation, engagement and dispute resolution activity.
Qualifications & Expectations
We’re looking for an experienced HR professional with a proven track record of operating at HR Business Partner level within a complex, operational environment. You should be comfortable working with senior stakeholders, providing both support and constructive challenge. Strong employee relations expertise, experience managing complex and high‑risk cases, organisational change programmes, restructures and TUPE transfers is essential. You should understand how to balance commercial objectives with people considerations and be confident navigating sensitive situations with professionalism, empathy and sound judgement. Excellent communication and influencing skills, the ability to engage effectively with leaders, colleagues, clients and trade union representatives, and a strong sense of organisational culture are key. Ideally, you have experience in facilities management, education, cleaning, security or another service‑led, multi‑site environment. Experience supporting tenders, mobilisations or acquisitions is advantageous, as is a CIPD qualification or equivalent professional experience. Your personal values should align with a people‑first approach and a commitment to integrity, honesty and professionalism. Subject to qualifying parameters.
Benefits
- Full learning & support from Atlas – our Stream platform providing real‑time access to earned wages, financial health information, and discounts/savings.
- Cycle to work scheme
- Workplace pension scheme
- Staff recognition scheme (Stars of Atlas)
- Staff engagement portal
- Opportunity to progress your career within Atlas
- Learning and development tailored to your interests, with support to grow your skills
Equal Opportunities Statement
Atlas commits to be an Equal Opportunities Employer and aims to ensure that no employee or job applicant receives less favourable treatment or is placed at a disadvantage by imposed conditions or requirements that cannot be justified because of a protected characteristic. Atlas strives to see its workforce broadly reflecting the community in which its operation is based.
