HR Business Partner in London

Dentsu is at the cutting edge of the industry, producing new ways of working and generating growth through the power of technology and creativity. For over 120 years, innovation has been a core tenet of dentsu’s offering – exploring new ways to reach, engage and nurture relationships with audiences. Innovation is a key priority for brands, but few have the tools and systems in place to make it happen. They need a partner like dentsu. Through innovation, we ensure the impact our clients need to drive growth in their business, while also generating a positive effect on the industry, society, and the world.

Innovation at dentsu is always in pursuit of an outcome, meaning we are always focused on the end impact that we’ll have for a client and their communities. For some businesses this might be hard return on marketing investment or increasing revenues, but for others it may be driving behavioural change, building positive culture or connecting disparate communities.

Purpose of the Role

We’re looking for a strategic and forward-thinking HR Business Partner to collaborate closely with leadership and drive people-focused solutions that support business goals. In this role, you'll act as a trusted advisor on workforce planning, organizational development, employee engagement, and change management. You'll bring a deep understanding of HR strategy and strong relationship-building skills to influence and implement initiatives that enhance performance and culture across the organisation.

Key Responsibilities

• Business relationships – builds strong, trusted partner relationships with senior functional leaders. Establishes credibility as a business partner through developing a robust understanding of the business direction and landscape.
• Talent strategy & management – Support senior leaders to attract, develop, motivate, mobilise, and retain the calibre of talent which will drive the business forward. Works in partnership with the Global talent team to drive an effective talent planning agenda.
• Performance Development – drive an effective approach to performance development through senior leaders, developing a high-performance and effective feedback culture.
• Business Management – have a clear understanding of the organisational capabilities and how best to develop these through the HR strategy. Develops a robust understanding of business financial performance and commercials. Provides inputs to the budget and planning process as needed.
• Change Management – lead and advise senior leaders on key organisational people change management initiatives (organisation culture change, business process re-engineering, reorganisations, organisational design).
• Employee Engagement – drive accountability and commitment to employee engagement through senior leaders, leveraging insight from data such as the Check In survey. Acts as a support and advisor.
• Diversity – champions and delivers on creating a more diverse workplace by promoting initiatives, ways of working and behaviours which will drive change. Ensures leaders are accountable for role modelling inclusive leadership and are actively embedding the diversity, equity, and inclusion agenda.
• Data and insight – utilise data and insight to support leaders, drive informed decision making and as a measure of output and initiatives.
• Imbedding and enabling the HR Operating model – ensures that the bulk of HR investment is focused on high value activities, which provides a strategic benefit to the functions. Supports leaders and their teams to effectively access the right HR support from the right places, ensures operational HR work is directed accordingly, promotes, and encourages self-service.

Qualifications + Skills

• A strong track record of leading across the full spectrum of HR activities including talent, performance, development, change management and reward.
• Strong knowledge and experience in managing UK complex employee relations.
• An ability to drive the HR agenda with senior leaders, drawing on Centres of Excellence where required and educating the senior leadership team on how to effectively utilise the centres of excellence and what the various touchpoints are.
• A proven ability to build effective senior level relationships and to be a trusted advisor and confidante.
• Able to facilitate, persuade and build credibility with senior stakeholders.
• Excellent influencer who has a clear sense of key stakeholders and can adjust their approach to influence change in the business.
• Strong data orientation, analytical, interpretative – able to translate people analytics into valuable business insight.
• To be flexible, resilient, adaptable and able to work in complex and ambiguous situations.

What we offer

This is a 6 month FTC role. The team is based in our London office but operates under flexible working arrangements. As well as a competitive salary, you’ll enjoy a benefits package that you can tailor to your needs.

Inclusion and Diversity

Our diverse and inclusive culture enables our employees to bring their whole selves to work and be proud of doing so. For us, this is the foundation for great innovation which, in turn, generates better outcomes for our people, partners and communities. This is why we encourage applications from people with disabilities, and of all ages, nationalities, backgrounds and cultures. We are happy to discuss flexible and agile approaches to working for all our roles – we can’t promise we will be able to offer you everything you want or need but we do promise to discuss it with you openly and honestly. If you have any reasonable adjustment needs arising from a disability or medical condition to fully participate in the recruitment process, please discuss this with our recruitment teams.