Lead HR Business Partner

KEY PURPOSE OF THE ROLE

This role acts as the senior business-facing People partner and a key extension of the CPO, responsible for translating people strategy into execution across the organisation. Working closely with the Global Leadership Team (GLT), the Lead HR Business Partner drives organisational effectiveness, leadership capability and performance outcomes across the UK, USA, Australia and Hong Kong. This is a hands-on, high-impact role requiring strong business partnering, a focus on delivery, and the ability to challenge and influence senior stakeholders while holding leaders accountable for people outcomes. The role works in close partnership with the HR Operations Lead, who is responsible for HR processes, systems and compliance.

KEY RESPONSIBILITIES

• Business Partnering & Leadership: Act as the primary People partner to senior leaders and the GLT, driving execution of the people agenda across the business. Provide clear, pragmatic and commercially focused guidance, while driving outcomes and holding leaders accountable for people decisions. Build strong, credible relationships with leaders, constructively challenging where appropriate. Deputise for the CPO and act as their proxy in day-to-day business operations.
• Performance & Organisational Effectiveness: Lead and deliver core people processes including performance management, talent reviews and succession planning. Drive a high-performance culture through clear frameworks, consistency and leadership accountability. Lead organisational design and restructuring activity aligned to business priorities. Support leaders in building high-performing, engaged and effective teams.
• Employee Relations & Case Management: Own complex employee relations matters, ensuring risk is managed and outcomes are commercially sound. Coach and support managers to confidently handle performance, conduct, and absence issues. Ensure consistency and fairness in decision-making across the business.
• Talent & Workforce Planning: Partner with leaders on hiring plans, organisational structure and capability needs. Support recruitment of key roles, ensuring quality and alignment with business needs. Work closely with the wider People team to ensure effective onboarding and retention.
• Engagement, Culture & Development: Lead delivery of employee engagement initiatives and action plans, ensuring measurable impact. Support the development of leadership capability through coaching and targeted interventions. Design and deliver training sessions (e.g. performance management, line manager, leadership) to strengthen people management and leadership capability.
• People Operations & Compliance: Provide oversight of global payroll processes, ensuring appropriate governance, controls and continuity, and acting as a backup to the HR Operations Lead. Work closely with the HR Operations Lead to ensure effective delivery of HR processes, policies and compliance. Maintain oversight of employment law across all regions, ensuring practical and compliant application. Support global mobility and visa processes where required.
• Data, Reporting & Insight: Own the delivery and interpretation of people data, using insight to identify risks and drive action. Produce regular reports for the CPO and Board, linking people metrics to business performance.
• Continuous Improvement: Identify opportunities to improve how the People function supports the business. Drive simplicity, clarity and efficiency in ways of working.

PERSON SPECIFICATION

• CIPD Level 5+ or equivalent experience.
• Proven experience operating as a Senior HR Business Partner or HR Lead within a fast-paced, growing business.
• Strong commercial acumen with the ability to link people decisions to business outcomes.
• Demonstrated ability to operate at both strategic and operational levels, with a strong focus on delivery.
• Confident and credible with senior stakeholders; able to challenge and influence effectively.
• Strong employee relations experience with sound judgement and pragmatism.
• Comfortable working in a lean team and taking a hands-on approach.
• Proactive, resilient and solutions-focused, with the ability to navigate ambiguity.
• Excellent communication and interpersonal skills.

ROLE SPECIFIC BENEFITS

• Generous Holiday Entitlement – 25 days holiday plus bank holidays, and 3 days paid time off in December for HQ Shutdown!
• Free Daily Lunch – Enjoy a freshly prepared lunch on us every day on-site.
• Private Healthcare – Comprehensive cover for your health and wellbeing.
• Life Assurance – Peace of mind with life cover at 3x your annual salary.
• Family-Friendly Benefits – Enhanced Maternity and Paternity Leave to support you and your growing family.
• Celebrate Your Milestones – We recognise loyalty with outstanding length of service awards – including the chance to receive one of the iconic Bremont timepieces we’re so proud to create.
• Career Growth – Access tailored training programmes and clear development pathways to help you thrive.
• Exclusive Discounts – Significant permanent employee discounts on Bremont Watches, along with special 'Friends & Family' sales.
• Wellbeing Support – From confidential counselling to 24/7 financial and legal advice, we care about your mental, emotional, and financial wellbeing.
• Social Culture – From summer parties to seasonal gatherings, we host regular social events that bring everyone together.
• Give Back – We’re proud to support team members who want to volunteer for good causes, with flexibility for approved time off.

WORKING ENVIRONMENT

• Monday – Friday 9-5.30pm
• Hybrid working – minimum of 3 days per week in the office.
• Probation period 4 months
• Notice period – 2 months up to 2 years’ service increasing to 3 from 2yrs+.

INTERVIEW PROCESS

• Stage 1: Teams call with the hiring manager to discuss application, interest in role, and suitability for the role.
• Stage 2: On-site Interview with the hiring manager and key stakeholder.
• Stage 3: Presentation – topic tbc.
• Final interview with hiring manager and key stakeholder.

We are dedicated to creating an open and inclusive working environment, and this starts with our recruitment practices. We try to ensure that everybody who is interested in joining our team has equal opportunity and ability to start that journey with us. We intend to have flexible and accessible hiring practices and will make every attempt to adapt to your needs throughout. We welcome any requests for adjustments in our processes.