At a Glance
- Tasks: Lead and shape the people agenda for meaningful transformation in a dynamic tech environment.
- Company: Join a forward-thinking tech company that values innovation and people.
- Benefits: Enjoy competitive salary, bonuses, career development, and flexible working options.
- Other info: Be part of an inclusive culture that celebrates diversity and empowers everyone.
- Why this job: Make a real impact by partnering with executives and driving change across the organisation.
- Qualifications: Experience in HR business partnering and leading complex people initiatives is essential.
The predicted salary is between 51750 - 63250 £ per year.
Technology is our how. And people are our why. For over two decades, we have been harnessing technology to drive meaningful change. By combining world-class engineering, industry expertise and a people-centric mindset, we consult and partner with leading brands from various industries to create dynamic platforms and intelligent digital experiences that drive innovation and transform businesses.
Shape the people agenda behind meaningful transformation — while staying close to the work. As a Manager People Partnering, you will combine senior business partnering with leadership responsibility for part of our People Partner team. You will partner directly with executives and senior leaders, lead colleagues and priorities within the People Partner community, and personally deliver complex People initiatives across an international organisation.
This is a senior, hands-on role at the intersection of business, people and transformation. You will lead part of the People Partner team, coaching and supporting colleagues, coordinating priorities and helping ensure we provide consistent, commercially relevant and high-impact partnership to the business.
At the same time, you will be the dedicated People Partner for an assigned business group, working directly with executives and senior leadership teams. You will advise on organisation, talent and workforce decisions and personally lead complex People activities — from restructurings and employee relations cases to M&A integration and organisational change.
This is not a role where leadership means stepping away from delivery. You will be comfortable moving from an executive discussion into the practical detail required to make decisions happen.
- Lead and contribute to the People Partner team
- Lead, coach and develop part of the People Partner team, creating clarity around priorities and supporting high-quality delivery.
- Coordinate capacity, priorities and cross-functional activities within your area, working closely with other People Partner leaders and regional teams.
- Act as an escalation and sparring partner for complex People matters, helping colleagues navigate difficult business, employee and organisational situations.
- Contribute to the continued development of the People Partner model, sharing practical tools, experience and best practice across the wider team.
- Support the People Partner Learning Academy and help strengthen the capability and consistency of People Partners across the organisation.
- Partner with executives and senior leaders
- Own the People agenda for an assigned business group, acting as a trusted adviser to executives, senior leaders and their leadership teams.
- Build a strong understanding of the business, its commercial priorities and organisational challenges and translate these into practical People priorities.
- Use people data, business insight and judgement to advise on organisation design, workforce planning, talent, succession, performance, engagement and leadership capability.
- Challenge constructively when required and turn leadership decisions into clear actions and tangible outcomes.
- Move comfortably between strategic discussions and hands-on execution.
- Lead complex change and M&A
- Personally lead People workstreams for restructurings, reorganisations, workforce changes, acquisitions and post-merger integration.
- Bring practical M&A experience across areas such as due diligence, employee transfer, consultation, people risk, organisation design, communications and integration planning.
- Translate integration strategy into practical delivery.
- Lead restructuring and redundancy programmes across multiple jurisdictions, working through impacted populations, local legal requirements, consultation processes, timelines, documentation, communications and manager preparation.
- Coordinate stakeholders across People, Legal, Finance, Reward, leadership teams and local experts, while remaining personally accountable for driving the work forward.
- Employment law, employee relations and risk
- Provide pragmatic guidance and personally handle complex employee relations matters including performance, capability, disciplinary, grievance, absence, redundancy, consultation and senior employee exits.
- Apply strong working knowledge of employment law and employee relations across multiple jurisdictions, partnering with Legal and local specialists where appropriate.
- Work effectively with employee representatives, works councils and unions where applicable, including complex consultations and negotiations.
- Balance business objectives, employee experience and legal risk and give leaders clear options and recommendations rather than purely procedural advice.
- Organisation development and culture
- Help leaders build organisations that are clear, capable and ready for what comes next.
- Bring practical organisational development expertise to organisation design, organisational effectiveness, culture, leadership capability, engagement and change adoption.
- Support leaders through organisation design and workforce decisions, including roles, structures, spans and layers, capabilities and talent implications.
- Connect People interventions to business outcomes and ensure agreed actions move from discussion into implementation.
Qualifications
- Significant experience as a Senior HR Business Partner, Senior People Partner or comparable role in a complex, international organisation, including experience partnering directly with executives and senior leadership teams.
- Experience leading, coaching or managing HR Business Partners or People Partners, combined with a strong desire to remain actively involved in day-to-day business partnering and delivery.
- A track record of personally leading M&A and integration activities, including practical experience with areas such as due diligence, benefits or policy harmonisation, employee transfer, consultation, organisation design, communications or post-merger integration.
- Hands-on experience delivering restructures, redundancies or workforce transformation across multiple jurisdictions, including the practical implementation required to take a programme from decision through consultation to completion.
- Strong, practical knowledge of employment law and employee relations across more than one jurisdiction.
- Experience handling complex and sensitive senior employee matters with sound judgement and discretion.
- Strong capability in organisation development, organisation design, talent, change management and leadership development.
- The credibility to influence executives combined with the willingness to stay close to the detail and personally solve problems when required.
- A commercially minded and data-informed approach, connecting People decisions to business outcomes and explaining clearly the rationale behind recommendations.
- Excellent judgement, emotional intelligence and communication skills, with the ability to manage ambiguity and competing priorities across distributed international teams.
- Excellent spoken and written English.
- A relevant degree, HR qualification or equivalent professional experience is preferred.
Additional Information
Discover some of the global benefits that empower our people to become the best version of themselves:
- Finance: Competitive salary package, share plan, company performance bonuses, value-based recognition awards, referral bonus;
- Career Development: Career coaching, global career opportunities, non-linear career paths, internal development programmes for management and technical leadership;
- Learning Opportunities: Complex projects, rotations, internal tech communities, training, certifications, coaching, online learning platforms subscriptions, pass-it-on sessions, workshops, conferences;
- Work-Life Balance: Hybrid work and flexible working hours, employee assistance programme;
- Health: Global internal wellbeing programme, access to wellbeing apps;
- Community: Global internal tech communities, hobby clubs and interest groups, inclusion and diversity programmes, events and celebrations.
At Endava, we’re committed to creating an open, inclusive, and respectful environment where everyone feels safe, valued, and empowered to be their best. We welcome applications from people of all backgrounds, experiences, and perspectives—because we know that inclusive teams help us deliver smarter, more innovative solutions for our customers. Hiring decisions are based on merit, skills, qualifications, and potential. If you need adjustments or support during the recruitment process, please let us know.
Summary
- Type: Full-time
- Function: Human Resources
- Experience level: Not Applicable
- Industry: Information Technology And Services
Senior Manager, People Partnering employer: Endava
Endava is an exceptional employer, offering a dynamic work environment in Greater London that prioritises employee well-being and community engagement. With a strong focus on career development and hybrid working options, employees are empowered to thrive both personally and professionally while contributing to meaningful projects in the Media and Advertising sector.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Manager, People Partnering
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Endava!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Endava.
We think you need these skills to ace Senior Manager, People Partnering
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 Endava. 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 Endava 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 Endava. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Endava'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 Endava
✨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 Endava.
✨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 Endava 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 Endava and how you would contribute to adapting HR strategies.
