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- Tasks: Support teams in achieving strategic goals and enhance employee experience.
- Company: Join Fenwick, a historic family-owned department store with a collaborative culture.
- Benefits: Enjoy discounts, birthday leave, private medical cover, and hybrid working options.
- Why this job: Be a key player in shaping HR practices and driving meaningful change.
- Qualifications: Strong stakeholder engagement skills and experience in people strategies.
- Other info: Dynamic environment with opportunities for professional growth and collaboration.
The predicted salary is between 36000 - 60000 £ per year.
Do you want to be part of the evolving HR landscape at Fenwick? Are you looking for a new challenge? If so, we have an exciting opportunity for you to join us as a People Partner, supporting our Functional teams and Kingston store!
When you join Fenwick, you’ll receive:
- Up to 25% discount in all Fenwick stores and fenwick.co.uk.
- Your birthday off as an additional day annual leave – this can be taken any day within your birth month.
- Immediate access to the Main Section of Fenwick Limited Superannuation Scheme which provides higher Company contributions and free Life Assurance of 4x your pensionable salary.
- Peace of mind with Private Medical Cover membership.
- ‘Perks’ - a great way to get Retail, Leisure & Hospitality discounts, exclusive deals, and cashback on a wide range of products.
- WeCare - 24/7 GP, wellbeing advice & support service.
- Cycle to Work scheme.
- Hybrid Working (Typically Thursday and Friday working from home).
About the role
Based in our Wigmore Street offices in Central London, this role offers the opportunity to play a pivotal part in shaping how our Functional teams and Kingston store achieve their strategic goals. Acting as a trusted advisor, you will work closely with senior leaders to align people practices with business performance - supporting organisational design, enabling change, and ensuring teams are set up for long-term success. With a focus on data‑led decision making, you’ll use key people metrics to influence outcomes, reduce attrition and absence, and drive engagement and capability across your areas.
Collaboration sits at the heart of the role. You’ll build strong relationships across Retail, Digital, and all Support Functions – working with colleagues in Talent, People Operations, Legal, Finance and more to deliver people strategies that truly enable high performance. Whether supporting leaders through ER matters, advising on workforce planning, or contributing to business‑wide initiatives around wellbeing, inclusion and employee experience, you’ll act as the connecting point that brings teams together and strengthens partnership across the organisation.
As a strategic People Partner, you’ll role‑model best practice by prioritising high‑value work, shaping change effectively, and championing continuous improvement. You’ll help embed our People strategy through manager capability building, supporting key processes such as VIP, succession planning and engagement activity, and ensuring policies and ways of working remain current and compliant. This is an exciting opportunity for someone who thrives on influencing, problem‑solving, and driving meaningful cultural and operational impact.
What we are looking for in a candidate
- The ability to engage with stakeholders and gain commitment so that they understand the value and opportunity of the business partner model.
- The right blend of knowledge, values, capability and experience, to ensure successful business relationships and the delivery of the People strategies.
- The skill to create connections amongst teams within the wider business creating a collaborative team to help bridge and resolve issues and demonstrate the value of business partnering.
- Ensure that work is prioritised and do not get distracted by low value work. Whilst it’s important to do occasional case or project work to maintain currency and help build trust with new stakeholders, the real value is achieved by working towards strategic delivery.
- Plan and map change effectively. This means understanding the needs of change, likely outcomes, identifying quick wins to build credibility, celebrating milestones achieved, as well as measuring the potential and eventual impact of people solutions.
About Fenwick
Fenwick is rich with heritage and history and have been style pioneers since 1882 when our first store opened. We know luxury and are proud to remain the largest independent, family‑owned group of department stores within the UK. We are on an exciting journey to exceed our customers’ expectations and we are always on the lookout for new talent to join us.
Our collaborative spirit unites a workforce of over 2,000 individuals across our stores, as well as in our support functions, encompassing Digital, Buying & Merchandising, IT, Finance, People, Customer Service teams, and our cherished restaurants and distribution centres. Together, we form the beating heart of Fenwick, driving forward our vision for excellence and innovation. Join us as we pave the way toward an even brighter tomorrow, where tradition meets transformation!
Seniority level: Mid‑Senior level
Employment type: Full‑time
Job function: Human Resources
Industries: Retail and Human Resources Services
People Partner in England employer: Fenwick
Contact Detail:
Fenwick Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land People Partner in England
✨Tip Number 1
Network like a pro! Reach out to current or former employees at Fenwick on LinkedIn. A friendly chat can give you insider info and maybe even a referral, which is always a bonus!
✨Tip Number 2
Prepare for the interview by researching Fenwick's culture and values. Think about how your experience aligns with their goals, especially around collaboration and strategic delivery. Show them you’re not just a fit, but the perfect fit!
✨Tip Number 3
Practice your storytelling skills! Be ready to share specific examples of how you've influenced change or built relationships in previous roles. This will help you stand out as a candidate who can truly make an impact.
✨Tip Number 4
Don’t forget to follow up after your interview! A quick thank-you email reiterating your enthusiasm for the role can leave a lasting impression. Plus, it shows you’re genuinely interested in joining the Fenwick family!
We think you need these skills to ace People Partner in England
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the People Partner role. Highlight your experience in HR, collaboration, and strategic delivery. We want to see how you can bring value to our team!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Share your passion for HR and how you can influence change at Fenwick. Let us know why you're excited about this opportunity and how you align with our values.
Showcase Your Stakeholder Engagement Skills: In your application, give examples of how you've successfully engaged with stakeholders in the past. We love seeing candidates who can build strong relationships and drive collaboration across teams!
Apply Through Our Website: Don't forget to submit your application through our website! It’s the best way for us to receive your details and ensures you’re considered for the role. We can’t wait to hear from you!
How to prepare for a job interview at Fenwick
✨Know Your Stuff
Before the interview, dive deep into Fenwick's values and culture. Understand their approach to HR and how they align people practices with business performance. This will help you speak confidently about how your experience as a People Partner can contribute to their goals.
✨Showcase Your Collaboration Skills
Since collaboration is key in this role, prepare examples of how you've successfully built relationships across different teams. Highlight specific instances where your ability to connect with stakeholders led to positive outcomes, especially in areas like workforce planning or employee engagement.
✨Be Data-Driven
Fenwick values data-led decision making, so come prepared to discuss how you've used key people metrics in your previous roles. Share examples of how you've influenced outcomes through data analysis, reduced attrition, or improved team engagement using measurable results.
✨Prioritise Strategic Work
Make it clear that you understand the importance of focusing on high-value work. Discuss how you've managed to prioritise strategic initiatives over low-value tasks in the past, and be ready to share your approach to mapping change effectively while celebrating milestones along the way.
