Job Description Summary The HR Business Partner (HRBP) plays a critical role in enabling Greystar's UK & Ireland Property Management business to deliver exceptional performance. Acting as a trusted adviser to leaders across Property Operations, the HRBP provides strategic and hands‐on support across all people matters, ensuring teams are engaged, capable and aligned to Greystar's culture and goals. This role partners directly with operational leaders to develop commercially focused, data‐driven people strategies that attract, retain and grow talent, create high‐performing teams, and support Greystar's continued expansion across the region. This position can be based in London, Birmingham or Manchester.
Key Role Responsibilities Strategic Partnership Partners with operational leaders to design and execute robust people plans that enable business targets, ensuring teams have the right capability, capacity and structure at the right time.
Advises leaders on organisational design, workforce planning and capability development to support a scalable and efficient operating model.
Contributes to HR team goals, driving continuous improvement in processes, service delivery and employee experience.
People Planning, Talent & Performance Uses people analytics and operational data to identify trends, drive opportunities and decisions to improve performance, productivity, engagement and retention.
Partners with HR Centres of Excellence to ensure recruitment, onboarding, and development initiatives fully support operational needs.
Supports annual people cycles including performance reviews, compensation, benefits enrolment and bonus processes ensuring high‐quality execution by leadership.
Employee Relations & Engagement Provides expert ER advice, coaching and support to managers on complex or sensitive issues, including performance, conduct, grievances, absence and disputes.
Ensures all cases are managed fairly, consistently and in a way that supports Greystar's culture and legal compliance across the UK and Ireland.
Develops actions and communications that enhance engagement, wellbeing, and manager capability, acting as a champion for Greystar's values.
Change, Growth & TUPE HR lead for organisational change, acquisitions, dispositions and TUPE activity within Property Management, ensuring a smooth and positive experience for incoming team members.
Partners with leaders to integrate new teams, embed culture and establish consistent ways of working.
Coaches managers on leading change effectively, ensuring communication and engagement plans land with impact.
Policy, Process & Compliance Stays up to date with HR legislation, reviewing and updating HR policies for UK and Ireland, ensuring legal compliance, clarity and alignment with business needs.
Ensures compliance with employment legislation, regulatory requirements and internal standards, escalating risks where appropriate.
Collaboration Works closely with colleagues across the UK, Ireland, Europe, India and the US to ensure alignment and share best practice.
Develops strong relationships with Corporate and Operations People Leaders, ensuring a joined‐up and proactive approach to people support.
Knowledge & Qualifications Significant experience in a generalist HR role.
CIPD qualified (or equivalent experience).
Strong proficiency in HR systems, Microsoft Office and data‐driven decision making.
Strong numerical reasoning skills with the ability to work confidently with people metrics, reporting and financial information.
Experience & Skills Deep knowledge and practical application of UK employment law; working knowledge of Irish employment law advantageous.
Proven success in an HR management role within a fast‐paced, operational environment (Property Management or similar desirable).
Experience leading or supporting organisational change, TUPE transfers, acquisitions or large‐scale onboarding.
Strong experience managing employee relations cases from start to resolution.
Ability to manage multiple priorities, projects and deadlines in a dynamic environment.
Strong capability in recruitment, performance management and reward processes.
Commercially astute with the ability to translate business needs into pragmatic people solutions.
Excellent communication, interpersonal and influencing skills with credibility at all levels.
Calm, resilient and able to exercise sound judgement under pressure.
Customer‐focused, flexible and collaborative approach to working with others.
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