At a Glance
- Tasks: Lead strategic people initiatives and partner with senior leaders to drive organisational effectiveness.
- Company: Join CBRE, the global leader in commercial real estate services.
- Benefits: Competitive salary, dynamic work environment, and opportunities for professional growth.
- Other info: Be part of a diverse team that values respect, integrity, and excellence.
- Why this job: Make a real impact by shaping people strategies in a fast-paced, collaborative setting.
- Qualifications: Experience in HR business partnering and strong commercial acumen required.
The predicted salary is between 51750 - 63250 £ per year.
Director level | 10-month fixed-term contract (maternity cover). This is a senior People Partner role providing strategic people leadership and business partnering across a portfolio of client groups. Working closely with senior business leaders, you will develop a strong understanding of business strategy, commercial priorities and organisational challenges, translating these into a focused people agenda that enables business performance. You will act as a trusted adviser, bringing constructive challenge, commercial judgement and people expertise to decisions on organisational effectiveness, workforce capability, talent, performance and change. Operating in a complex, highly matrixed environment, you will also lead and contribute to strategic people projects and transformation priorities.
What you’ll do:
- Strategic business partnering
- Build credible relationships with senior leaders and act as a trusted adviser on business and people priorities.
- Develop a deep understanding of the commercial strategy, operating model, financial drivers and external factors affecting client groups.
- Translate business priorities into a clear, pragmatic people strategy and delivery plan.
- Bring commercial challenge and a people perspective to leadership decision-making, balancing performance, employee experience and organisational risk.
- Use data and insight to identify workforce trends, risks and opportunities and inform decisions.
- Organisation design and transformation
- Partner senior leaders on organisation design, operating model and workforce transformation.
- Diagnose organisational challenges and develop solutions spanning structure, capability, roles, ways of working and leadership.
- Lead the people aspects of complex organisational change from diagnosis and design through to implementation and embedding.
- Work effectively through ambiguity, helping leaders make pragmatic decisions while the future state is evolving.
- Talent, succession and performance
- Partner leaders to strengthen organisational capability and build sustainable talent pipelines.
- Lead talent and succession discussions, ensuring critical roles, successor readiness, retention risks and development priorities are understood and acted upon.
- Coach and challenge leaders to build a high-performance culture through clear expectations, differentiated performance and effective leadership.
- Senior stakeholder advisory
- Provide high-quality coaching, challenge and advice to senior stakeholders on complex and sensitive people matters.
- Build credibility through sound judgement, commercial understanding and the ability to simplify complex issues.
- Navigate competing priorities and stakeholder perspectives, influencing outcomes across matrix reporting lines and organisational boundaries.
- Identify and manage material people risks, partnering specialist colleagues where required.
- Strategic projects
- Lead and contribute to priority People and business projects, particularly where there is significant organisational, workforce or change impact.
- Translate strategic objectives into clear plans, governance, accountabilities and deliverables.
- Work across business lines, geographies and People Centres of Excellence to deliver joined-up solutions.
- Balance longer-term strategic work with emerging priorities in a fast-paced environment.
- People leadership
- Provide leadership, coaching and direction to People Partners and colleagues supporting the relevant client groups.
- Potentially hold direct line-management responsibility for People Partners, alongside matrix leadership across the broader People team.
- Create clarity on priorities and accountabilities while empowering colleagues to deliver effectively.
- Build strong partnerships across the wider People function and specialist teams to provide an integrated service to the business.
What you’ll need:
- Significant experience operating as a senior People/HR Business Partner within a complex commercial organisation.
- Strong commercial acumen and the ability to translate business strategy, performance drivers and priorities into meaningful people interventions.
- Demonstrable experience partnering, coaching and constructively challenging senior leaders.
- Strong organisation design and organisational effectiveness capability, with experience leading significant transformation and organisational change.
- Strong talent management, succession, workforce planning and performance management capability.
- Experience using workforce data and insight to support strategic decision-making and leading complex cross-functional People projects.
- Ability to operate effectively in a fast-paced, highly matrixed and sometimes ambiguous environment, establishing clarity and momentum.
- Strong influencing skills, excellent judgement and the ability to move confidently between strategic thinking and practical execution.
- Experience leading, coaching or developing People professionals through direct or matrix leadership.
What success looks like:
- Trusted partnership: quickly establishes credibility with senior stakeholders and translates commercial priorities into clear people priorities.
- Business impact: strengthens organisational capability, talent and succession while leading change and transformation effectively.
- Delivery through the matrix: creates connectivity across the People function and delivers priority projects with pace, clarity and visible impact.
Why CBRE
When you join CBRE, you become part of the global leader in commercial real estate services and investment that helps businesses and people thrive. We are dynamic problem solvers and forward-thinking professionals who create significant impact. Our collaborative culture is built on our shared values — respect, integrity, service and excellence — and we value the diverse perspectives, backgrounds and skillsets of our people. At CBRE, you have the opportunity to chart your own course and realise your potential. We welcome all applicants.
Equal Opportunities
We are an equal opportunities employer and do not discriminate on the grounds of gender, sexual orientation, marital or civil partner status, pregnancy or maternity, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age. For information about accommodations we can make during the recruitment process, please visit: CBRE Group, Inc.
Lead People Business Partner (ER / Commercial exp) - 10-months FTC in London employer: CBRE, Inc.
CBRE is an exceptional employer, offering a dynamic work environment in London where innovation and collaboration thrive. As a Technical Services Manager, you will benefit from a culture that prioritises employee growth through mentorship and training, while also enjoying competitive compensation and comprehensive benefits. Join us to be part of a global leader in commercial real estate services, where your contributions will make a meaningful impact.
StudySmarter Expert Advice🤫
We think this is how you could land Lead People Business Partner (ER / Commercial exp) - 10-months FTC in London
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We think you need these skills to ace Lead People Business Partner (ER / Commercial exp) - 10-months FTC in London
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at CBRE, Inc.. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to CBRE, Inc. and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at CBRE, Inc.. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to CBRE, Inc.'s values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at CBRE, Inc.
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with CBRE, Inc..
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at CBRE, Inc. will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact CBRE, Inc. and how you would contribute to adapting HR strategies.
