HRBP/ Senior People Partner - Change/ Transformations in Birmingham

This role requires UK wide travel (expenses covered except for base location)

Job Description

• Act as the principal People strategic advisor to senior leaders, using insight, business knowledge and external trends to shape workforce and organisational decisions.
• Translate business strategy into a clear, actionable people plan aligned to the division's current and future needs.
• Anticipate workforce challenges and proactively design long-term people solutions to build organisational capability.
• Lead, coach, and develop a team of HR Managers and People Partners to deliver a high-quality, consistent partnering service.
• Build a high-performing, inclusive People team culture focused on accountability, service excellence, and continuous improvement.
• Provide thought leadership and escalation support on complex people matters.
• Navigate the organisation's HR infrastructure including Co Es, Shared Services, Talent, Reward, HR Change, and ER Shared Services to secure the best outcomes for stakeholders.
• Role‑model how to operate effectively within a matrixed structure, ensuring clarity, alignment, and joined‑up delivery.
• Lead major people‑related transformation projects across Technical Services.
• Own the end‑to‑end delivery of assigned change initiatives from discovery and design through to implementation and adoption.
• Ensure change programmes strengthen the Sector and technical talent pipeline, enhance mobility, and support operational excellence.
• Shape organisational structures, role clarity, and workforce plans to deliver long‑term strategic goals.
• Lead organisational change initiatives, ensuring robust consultation, communication, and risk management.
• Drive the talent and succession strategy across the population partnering with L&D/Talent Co Es.

Key responsibilities

• Strengthen leadership capability across their sector and the wider Technical Services.
• Provide strategic oversight of people risk across the Sector, ensuring issues are identified early and handled consistently.
• Leverage Shared Services and specialist ER support effectively, setting clear ways of working, expectations, and escalation routes to ensure timely, high‑quality outcomes.
• Act as the senior escalation point only where there is material commercial or reputational risk, complex stakeholder considerations, or significant organisational impact (without taking ownership of day‑to‑day case management).
• Review Shared Services insight and themes to identify systemic issues (e. g., leadership capability, hotspots, recurring patterns) and sponsor preventative interventions.
• Build leader capability by coaching senior stakeholders on decision quality, risk management, and accountability for sustainable outcomes.
• Use people analytics to identify trends and opportunities monitoring key people metrics and creating a culture of data‑driven decision‑making.
• Competencies
• Strategic Thinking & Business Insight - Connects people strategy to commercial and operational priorities.
• Influencing & Stakeholder Leadership - Guides and challenges senior leaders effectively

GCS is acting as an Employment Business in relation to this vacancy.

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