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- Tasks: Drive people initiatives and support leaders to create a high-performing, inclusive workforce.
- Company: Join a leading company committed to better homes and lives for everyone.
- Benefits: Competitive salary, bonus, generous holiday, and wellness perks.
- Why this job: Be a key player in shaping a progressive people plan and making a real impact.
- Qualifications: Strong relationship-building skills and experience in coaching and change management.
- Other info: Dynamic role with opportunities for personal growth and a supportive team environment.
The predicted salary is between 40000 - 50000 £ per year.
The RPP role is field based predominantly in our stores. You are a strategic and operational business partner to the Regional Manager and wider regional leadership team. The role owns and delivers the people plan, which is aligned to commercial priorities while building a workforce that reflects the communities we serve.
Who are we looking for? 2026 is the year of embedding change in our stores. This needs someone with energy! The ability to listen, respond and escalate to ensure continuous improvement for our customers is critical. You need to be comfortable holding the tension in our quest to drive consistency across the estate. The RPP role is pivotal to owning what is an ambitious and progressive people plan. Thinking ahead, being curious and planning is a critical part of this role to ensure that you are credible across the region with your stakeholders. You will be comfortable having the autonomy to decide how you work. You will be able to use tech and data to operate at pace and help provide people solutions. You are a team player, comfortable to challenge your peers to ensure a high performing people team. Finally, you are commercially driven, understanding both the internal and external landscape and are able to bring creative solutions to the table to ensure a great service for customers.
People Plan
- Own the people plan, translating it into clear, deliverable actions which drive national consistency and aligned to business objectives.
- Ensure people initiatives support high performance, capability building and fair access to opportunity across the region.
- Use people data and insight to identify risks, opportunities and trends, including representation, progression and engagement.
Business Partnering & Leadership Support
- Partner closely with the Regional Manager providing pragmatic, commercial and people-led solutions.
- Coach and challenge leaders to build strong, inclusive leadership capability and role-model B&Q behaviours.
- Support leaders through organisational change, embedding newness and highlighting risk to business performance.
Talent, Capability & Performance
- Own the regional talent and succession agenda, ensuring talent frameworks are understood and embedded.
- Ensure plans are in place for critical roles and reflect future skills, capability and representation needs.
- Help drive a high performance culture.
- Ensure leaders are capable of setting clear expectations, giving quality feedback and managing performance equitably.
Succession & Workforce Planning
- Lead on workforce planning for the region, aligning structure, skills and resourcing to both current and future business demand.
- Anticipate resourcing and capability risks and work proactively with the COEs in the people team to build sustainable, diverse pipelines.
Hiring, Engagement & Colleague Experience
- Support inclusive and consistent hiring practices across the region, ensuring selection decisions are fair and objective.
- Champion a positive colleague experience where people feel heard, valued and able to perform at their best.
- Use engagement and people data to inform targeted actions that improve retention, progression and belonging across different colleague groups.
- Be a visible advocate for colleagues, ensuring regional practices reflect the organisation's commitment to fairness and opportunity.
Governance, Policy & Compliance
- Ensure people policies, processes and employment legislation are understood and applied consistently, fairly and in line with best practice.
- Manage people risk within the region, providing clear guidance and escalating issues appropriately.
- Act as a role model for ethical leadership, inclusive decision-making and people best practice.
Key Competencies
- The ability to quickly build strong, credible relationships with your stakeholders.
- A sense of team spirit with a high challenge, high support mindset.
- The ability to analyse and interpret data to inform decisions.
- Strong influencing skills and the ability to apply sound professional judgement.
- Strong prioritisation and time management skills, with the ability to exercise appropriate autonomy.
- Experience of driving a performance culture.
- Experience of coaching leaders.
- A voice and an opinion and be able to represent colleagues.
- Experience of leading and embedding change.
As well as a competitive salary, our benefits package includes an award-winning pension scheme, bonus, ShareSave options, 6.6 weeks holiday, payroll giving, an Employee Assistance Programme, shopping discounts, colleague wellbeing benefits and lots more! You get to be part of a great team and get to work for a business who believes in better homes, better lives for everyone.
Regional People Partner in Eastleigh employer: B&Q plc
Contact Detail:
B&Q plc Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Regional People Partner in Eastleigh
✨Tip Number 1
Get to know the company culture before your interview. Check out their social media, read up on their values, and see how they engage with their community. This will help you tailor your responses and show that you're genuinely interested in being part of their team.
✨Tip Number 2
Practice your storytelling skills! Prepare examples from your past experiences that highlight your ability to drive change, support leaders, and build strong teams. Use the STAR method (Situation, Task, Action, Result) to keep your answers clear and impactful.
✨Tip Number 3
Don’t just wait for the interview to ask questions. Engage with the hiring team during the process. Ask about their people plan, how they measure success, and what challenges they foresee. This shows you're proactive and ready to contribute from day one.
✨Tip Number 4
Finally, apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it gives you a chance to showcase your enthusiasm for the role and the company right from the start.
We think you need these skills to ace Regional People Partner in Eastleigh
Some tips for your application 🫡
Show Your Energy!: We want to see your enthusiasm for the role! Make sure your application reflects your passion for people and your drive to make a difference in our stores. Let your personality shine through!
Tailor Your Application: Don’t just send a generic CV! We’re looking for someone who understands our people plan and can align it with commercial priorities. Highlight your relevant experience and how it connects to the role.
Use Data to Your Advantage: Since we value data-driven decisions, include examples of how you've used data in previous roles to inform your strategies. This will show us you can operate at pace and provide effective people solutions.
Apply Through Our Website: Make sure to apply through our website for the best chance of being noticed! It’s the easiest way for us to keep track of your application and ensure it gets to the right people.
How to prepare for a job interview at B&Q plc
✨Know the People Plan Inside Out
Make sure you understand the people plan and how it aligns with the company's commercial priorities. Be ready to discuss how you would translate this plan into actionable steps that drive consistency and support high performance.
✨Show Your Strategic Thinking
Prepare examples of how you've used data and insights to identify risks and opportunities in previous roles. Highlight your ability to think ahead and plan for future workforce needs, demonstrating your strategic mindset.
✨Demonstrate Your Coaching Skills
Be ready to share experiences where you've coached leaders or team members. Discuss how you’ve built strong, inclusive leadership capabilities and how you can challenge peers to foster a high-performing team culture.
✨Emphasise Your Relationship-Building Abilities
Prepare to talk about how you've built credible relationships with stakeholders in the past. Show that you can listen, respond, and escalate issues effectively, ensuring continuous improvement for both colleagues and customers.