HR Business Partner in Manchester

We are looking for an HR Business Partner to support our Web & Social Video teams in Manchester. This role partners closely with Heads of Department and their first‑line managers in a fast‑paced, content‑led environment that has been through a period of change and is continuing to evolve. You will play a key role in helping leaders build high‑performing, sustainable teams bringing confidence, clarity and pace to people decisions. You’ll support managers to lead through change effectively, strengthen core people‑management capability, and embed consistent approaches to performance, talent and engagement. This is a hands‑on partnering role suited to someone who is comfortable operating in ambiguity, can influence with credibility, and is calm and pragmatic when navigating sensitive situations.

Operating within our HR model, HR Ops Excellence and first‑line ER processes are supported by the HR Coordinator, enabling you to focus on leadership coaching, complex casework, organisational effectiveness and delivering meaningful improvements in team performance and employee experience.

What the opportunity looks like

• Leadership & Manager Capability (Core Focus)
  • Partner with Heads of Department and first‑line managers to build confident, consistent people leadership across the function.
  • Coach managers on the fundamentals: clear expectations and goals, quality 1:1s, feedback, performance conversations, and managing underperformance early.
  • Embed practical “manager essentials” (toolkits, templates, learning sessions) and drive adoption through hands‑on support.
• Leading Through Change & Organisational Effectiveness
  • Support leaders through ongoing organisational change, ensuring teams have clarity on structure, roles, ways of working and priorities.
  • Provide guidance on change communications, engagement and team health to maintain focus and momentum.
  • Partner with the Head of HR on org design, restructuring activity, risk management and ensuring fair, consistent application of process.
• Performance, Talent & Development
  • Strengthen performance management practices by driving accountability, calibration where required, and timely interventions.
  • Support talent planning and succession for critical roles; partner with the Talent & Development pillar lead to implement development actions.
  • Enable internal mobility and development planning where it supports business resilience and capability needs.
• Employee Relations (Complex / Escalated)
  • Lead complex or escalated ER matters (performance, absence, disciplinaries, grievances, sensitive cases), ensuring high‑quality decision‑making and documentation.
  • Coach managers to navigate ER issues effectively, working closely with the HR Coordinator who supports first‑line ER processes and administration.
• Culture, Engagement & Employee Experience
  • Help leaders translate engagement insights into measurable action plans and improved team practices.
  • Role model and reinforce values and inclusive leadership behaviours, supporting retention and a strong employee experience.
• Data‑led Partnering & Collaboration
  • Use people data and themes to identify trends, inform priorities and measure impact (e.g., attrition, absence, ER drivers, engagement).
  • Define success measures and track progress (e.g., manager capability uptake, ER themes, absence/attrition, engagement actions).
  • Work closely with the HR Coordinator (HR Ops Excellence) and the wider HR team to improve manager self‑serve, streamline processes and deliver a joined‑up People approach.

Skills and experience we'd like you to have

• Proven HR Business Partner experience (or Senior HR Advisor ready to step up) supporting leaders and managers in a fast‑paced environment.
• Strong track record of developing managers and shifting day‑to‑day leadership capability through practical, embedded approaches.
• Strong working knowledge of UK employment law and people best practice.
• Confident handling complex ER casework end‑to‑end and coaching managers through difficult conversations.
• Experience in digital/media/content environments is helpful, but not essential.
• Highly credible coaching style with the ability to influence Heads of Department and first‑line managers.
• Strong judgement and the ability to balance employee experience, performance and risk.
• Practical, outcome‑focused approach, able to simplify and embed good people practice at pace.
• Comfortable using people data and insights to prioritise actions and measure impact.
• Collaborative and proactive, with a continuous improvement mindset.

At LADbible Group we've rolled out blended working which means the majority of departments across the business (including London, Manchester and International offices) work in the office 3 days per week. LADbible Group is an equal opportunities employer. We are determined to create a diverse group at all levels of our company and we welcome all members of the community to apply for openings with us. As the leading social youth publisher, we have a powerful global platform to better represent our audience and enable those that do not have equal opportunities to have their voices heard. As a business, we are committed to building a diverse and inclusive workforce, in an environment where everyone feels comfortable to be themselves.