Senior People Partner in England

About us

At Environment Bank, we’re working together to help restore natural habitats across England. With thousands of acres of new habitat creation already underway, our projects are delivering biodiversity gains and helping vital ecosystems to recover and flourish. Our diverse team includes ecologists, land managers, habitat specialists, geospatial analysts, planning advisors, account managers, digital creatives, legal experts, and more. From our habitat specialists to our sales and marketing teams, everyone at Environment Bank is a champion for our values, working towards our goal of reversing biodiversity loss. Environment Bank is a market-leading organisation in a sector that’s experiencing rapid growth. We’ve already built a highly skilled team of experts and we’re actively looking to expand our team in the coming months. We’re incredibly proud of all we achieved so far and we’re still growing. If you’d like to be part of a driven organisation that’s making a real difference, find your next role with the team at Environment Bank.

About the role

As senior People Partner, you will be a key strategic and operational advisor within the organisation, working closely with the leadership team, and reporting into the Director of People and Operations, you will align people initiatives with our business objectives. You will play a vital role in shaping our culture, enhancing employee engagement, and fostering a high-performance environment. The ideal candidate will possess strong HR expertise, exceptional interpersonal skills and a keen understanding of organisational dynamics as well as having worked for a start-up or a scale-up where there has been progressive growth. This is a largely remote role, with the occasional travel to our hub offices in London, Bristol and York. The salary for this role is up to £70,000pa depending on experience.

Key Responsibilities

• Strategic Partnership
  • Act as a trusted advisor to senior leaders and stakeholders, providing expert guidance on people strategy, organisational design, and long-term workforce planning.
  • Partner with leadership teams and stakeholders to ensure people plans align with business objectives and support a high-performance, values-driven culture.
  • Influence decision-making using data, insight, and strong commercial understanding of the organisation’s needs.
• Employee Relations & Support
  • Lead on complex and sensitive employee relations casework, ensuring fair, consistent, and legally compliant approaches.
  • Provide proactive guidance to managers on policy interpretation, best practice, performance concerns, sickness management, and conflict resolution.
  • Identify trends in ER issues and recommend preventative actions or training.
• Talent Management
  • Design and deliver initiatives across succession planning, talent assessment, leadership development, and performance management.
  • Support leaders in identifying critical roles, talent pipelines, and development pathways to enable organisational growth.
• Change Management
  • Lead and support organisational change initiatives, including restructures, team redesigns, TUPE processes (if applicable), and shifts to new HR operating models.
  • Provide change expertise to help leaders plan, communicate, and implement change in a way that protects employee experience and mitigates risk.
  • Facilitate consultation processes, documentation, timelines, and impact assessments to ensure smooth transitions.
• Data & Insights
  • Use HR analytics, dashboards, and people metrics (e.g., attrition, engagement, capability gaps, absence, ER trends) to inform priorities and decision-making.
  • Identify people-related risks, opportunities, and patterns, presenting actionable recommendations to senior stakeholders.
  • Partner with People Coordinator to improve data integrity, reporting cadence, and insight-driven interventions.
• Coaching & Development
  • Coach and mentor team leaders and managers to strengthen people management capability, confidence, and judgement.
  • Support leadership development through one-to-one coaching, facilitated workshops, and ongoing performance dialogue.
  • Guide managers on career conversations, team development plans, and how to create inclusive, empowering environments where colleagues can thrive.
• EDI & Belonging
  • At the heart of Environment Bank are the people, who make it all possible. We employ individuals, who share the same passion to live our Environment Bank mission and values.
  • At Environment Bank we believe that fostering a diverse, equitable, and inclusive workplace makes us more innovative, dynamic, and competitive. We welcome individuals from all backgrounds, ethnicities, cultures, and experiences.
  • We are committed to creating an environment where everyone is valued and respected, free from discrimination based on race, religion, sexual orientation, age, marital status, disability, gender identity or expression, or any other legally protected status.

Essential

• Proven experience as a HR/ People Business Partner or equivalent senior HR role, with experience of managing HR teams
• Strong understanding of HR best practices and employment legislation
• Experience of having worked in either a hybrid or fully remote role
• Ability to build and maintain strong relationships with stakeholders at all levels across a remote organisation
• Demonstrated ability to influence and drive change within an organisational design
• Proficiency in using HR data and analytics to inform decision making
• Ability to work in a fast-paced dynamic environment
• Exceptional interpersonal and communication skills

Desirable

• Experience of working in a start-up or scale-up environment
• Professional HR qualification (CIPD or equivalent) is preferred but not essential

As an organisation, we believe that work should be fulfilling, inspiring, and balanced, so we’re creating a space where our team can thrive, both personally and professionally – providing flexible working arrangements, mental wellbeing support, and more.

Benefits

• Performance-based annual bonus up to 10% of salary
• Pension scheme with employer-matched contributions at 6% of salary
• 30 days of annual leave, plus paid bank holidays, birthday, and wellbeing day
• Option to purchase 5 additional days of annual leave after probation
• Remote and hybrid flexible working options
• Regional and departmental team co-working days
• Expenses-paid whole company meet twice a year
• Team fundraising and charity events
• Ongoing career development with training and mentoring
• Medical cash back scheme to cover everyday healthcare costs
• Employee assistance mental wellbeing support
• Enhanced sickness pay allowance