HR Business Partner

About The Company

At QBS Software Ltd, we do more than distribute software; we optimize how it reaches the market. Our mission is to connect software publishers and resellers through a smart, seamless, and scalable platform that drives sustainable growth across the technology ecosystem. With over 35 years of experience in the software channel, we have developed a proven model focused on removing complexity, accelerating go-to-market execution, and unlocking measurable growth opportunities. Operating across more than 20 countries, we combine global scale with strong local expertise, enabling our partners to succeed in an increasingly dynamic and competitive software landscape.

About The Role

The HR Business Partner at QBS Software Ltd is a strategic role that serves as a vital link between senior leadership and the workforce, enabling commercial outcomes through high‑performing, engaged, and scalable teams. This role combines operational leadership with forward‑looking people strategy, acting as a trusted advisor to translate business strategy into actionable HR plans that support growth, productivity, capability development, and organizational effectiveness.

The successful candidate will be an ambitious and driven senior HR or People & Culture executive, eager to broaden their impact by working closely with business leaders and enhancing recruitment efforts. This role offers significant opportunities for career progression, with a clear pathway toward more strategic positions within the organization, provided the individual demonstrates strong leadership potential, vision, and capability. The position is based at our Westgate, Hanger Lane office, with a requirement of 4‑5 days per week in the office.

Qualifications

• Proven experience in an HR Executive or Business Partner role within a fast‑paced, commercial environment.
• Demonstrable experience of strategic business partnering at a senior leadership level.
• Strong knowledge of UK employment law and employee relations practices.
• Extensive end‑to‑end recruitment experience, including CV screening and interviewing.
• Data‑driven mindset with the ability to link people metrics to business outcomes.
• CIPD Level 5 or 7 qualification.

Desirable Skills

• Experience working in multisite, scaling, or matrix organizations.
• Exposure to international or multi‑country workforces.
• Experience supporting organizational transformation, mergers and acquisitions, or redesign initiatives.

Responsibilities

Strategic Accountabilities

• Act as a trusted strategic partner to senior leaders by advising on organizational design, workforce planning, leadership effectiveness, and team performance.
• Use HR data and insights to challenge assumptions and enhance decision‑making processes.
• Influence leaders to adopt evidence‑based, commercially aligned people decisions that support sustainable growth and profitability.

Strategic Business Partnering

• Collaborate with leaders to develop workforce and capability plans aligned with business strategies and financial forecasts.
• Provide guidance on organizational structure, role clarity, spans and layers, and succession planning.
• Coach leaders on performance management, leadership behaviours, engagement, and change management initiatives.
• Support mergers, acquisitions, restructures, TUPE processes, and transformation programs.
• Offer strategic insights into future workforce needs and capability development.

Performance, Talent & Capability

• Lead the implementation of performance management frameworks, ensuring goal alignment and continuous feedback.
• Support talent reviews, succession planning, and leadership development for critical roles.
• Drive capability building through targeted learning strategies that align with future skills requirements and commercial priorities.
• Foster a culture of ownership, high standards, and continuous improvement, partnering with Learning & Development to deliver relevant development solutions.

Talent Acquisition

• Own end‑to‑end recruitment processes, including drafting role profiles and advertisements, direct sourcing, CV screening, and shortlisting.
• Manage relationships with recruitment agencies when necessary.
• Conduct interviews and advise hiring managers throughout the selection process.
• Oversee offers, onboarding, and early engagement initiatives.
• Support talent reviews and succession planning for critical positions.
• Implement capability development initiatives to meet current and future business needs.
• Embed a high‑performance culture through standards, accountability, and follow‑through.

Employee Relations & Risk Management

• Manage complex and high‑risk employee relations cases, including disciplinary, grievance, performance, absence, and restructuring matters.
• Ensure consistent, fair, and legally compliant HR practices.
• Provide pragmatic, commercially focused advice while mitigating risks and safeguarding company values.
• Collaborate with legal advisors where necessary.

People Operations & Governance

• Ensure the effective delivery of core HR processes across the employee lifecycle, maintaining compliance with UK employment legislation, data protection laws, and internal controls.
• Support audit requirements and reporting at the group level.
• Continuously improve HR policies and governance frameworks.

Change, Engagement & Culture

• Lead HR aspects of change initiatives, ensuring clarity, engagement, and successful adoption.
• Shape and embed the company’s People Promise and Culture Framework.
• Use employee engagement data to develop targeted action plans and drive measurable improvements.
• Act as a role model for company values and inclusive leadership, championing employee engagement initiatives.