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- Tasks: Support people initiatives and drive organisational change in a dynamic environment.
- Company: Pontoon, an inclusive employment consultancy focused on enhancing workplace opportunities.
- Benefits: Competitive daily rate, hybrid working, and potential for contract extension.
- Other info: Join a fast-paced team with opportunities for professional growth and development.
- Why this job: Make a real impact on employee experience and organisational effectiveness during exciting changes.
- Qualifications: Experience as a People Partner/HR Business Partner with strong stakeholder management skills.
Pontoon is an employment consultancy. We put expertise, energy, and enthusiasm into improving everyone's chance of being part of the workplace. We respect and appreciate people of all ethnicities, generations, religious beliefs, sexual orientations, gender identities, and more. We do this by showcasing their talents, skills, and unique experience in an inclusive environment that helps them thrive.
Location: Warwick/Hybrid
Contract Type: 6 months initial (potential extension up to 12 months)
Role Overview
This is an interim People Partner role (externally aligned to HR Business Partner level), appointed to provide additional capacity, continuity, and delivery support within the People function during a period of significant organisational change and peak demand. The role is hands-on and delivery-focused, rather than centred on long-term strategic design. It will play a key role in maintaining momentum across critical people initiatives while providing senior stakeholder support.
Key Responsibilities
- Business Partnering & Leadership Support
- Act as the primary People Partner for assigned business areas, aligning people strategy with business objectives
- Coach and advise senior leaders on employee experience, performance, capability, and organisational effectiveness
- Build strong, trusted relationships and provide proactive, commercially focused HR support
- Facilitate communication between business areas and the wider People function
- Workforce Planning (Essential)
- Deliver and implement strategic workforce plans already in place
- Translate workforce strategy into practical, operational outcomes
- Support leaders in resource planning aligned to future business needs
- Organisational Development & Job Architecture
- Lead delivery of the final phase of job architecture implementation
- Map roles into existing frameworks, ensuring consistency and alignment
- Develop and refine job descriptions, skills, and capability frameworks
- Facilitate alignment across stakeholders with differing priorities
- Change & Culture
- Support cultural transformation and people-related change initiatives
- Embed performance-focused behaviours and practices across leadership teams
- Contribute to engagement, inclusion, and leadership development initiatives
- Performance & Talent
- Support delivery of the performance management cycle, including calibration processes
- Contribute to talent, succession, and capability planning
- Help implement EVP and talent initiatives to attract and retain talent
- Employee Relations (Advisory)
- Provide guidance to leaders on outcomes of complex ER cases
- Support implementation of recommendations (not case ownership)
- Continuous Improvement & Insight
- Use internal and external insights to inform decision-making
- Ensure People practices are modern, effective, and aligned to business needs
- Identify and drive process improvements where appropriate
About You
We are looking for a commercially minded, delivery-focused HR professional who thrives in a fast-paced, changing environment.
Essential Experience
- Proven experience as a People Partner/HR Business Partner
- Strong track record of working with senior leadership teams
- Demonstrated delivery in:
- Workforce planning (essential)
- Organisational change and transformation
- Role design/organisational effectiveness
Skills & Capabilities
- Strong stakeholder management and influencing skills
- Ability to translate strategy into clear, actionable outcomes
- Excellent problem-solving and decision-making capability
- Confident coaching senior leaders
- High level of resilience and adaptability in changing environments
- Strong facilitation skills and attention to detail
Knowledge & Mindset
- Commercially aware with the ability to align people strategy to business value
- Forward-thinking, with awareness of external trends and best practice
- Practical and execution-focused ('a doer') rather than purely theoretical
Qualifications
- CIPD Level 5 or Level 7 (or equivalent experience)
Apply now!
Please be advised: if you haven't heard from us within 48 hours, then unfortunately your application has not been successful on this occasion. We may, however, keep your details on file for any suitable future vacancies and contact you accordingly.
We use generative AI tools to support our candidate screening process. This helps us ensure a fair, consistent, and efficient experience for all applicants. Rest assured, all final decisions are made by our hiring team, and your application will be reviewed with care and attention.
People Partner in Warwick employer: Nub News
Contact Detail:
Nub News Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land People Partner in Warwick
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field, especially those who might know someone at Pontoon. A friendly chat can open doors that applications alone can't.
✨Tip Number 2
Prepare for the interview by researching the company culture and values. Show us how your experience aligns with their mission and how you can contribute to their people initiatives.
✨Tip Number 3
Practice your storytelling skills! Be ready to share specific examples of how you've successfully navigated organisational change or supported senior leaders in the past. We love a good story!
✨Tip Number 4
Don't forget to apply through our website! It’s the best way to ensure your application gets the attention it deserves. Plus, we’re always on the lookout for passionate candidates like you!
We think you need these skills to ace People Partner in Warwick
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter for the People Partner role. Highlight your experience in workforce planning and organisational change, as these are key aspects of the job. We want to see how your skills align with our needs!
Showcase Your Achievements: Don’t just list your responsibilities; share specific examples of how you’ve made an impact in previous roles. Whether it’s improving employee engagement or streamlining processes, we love to see quantifiable results that demonstrate your capabilities.
Be Authentic: Let your personality shine through in your application. We value diversity and want to know what makes you unique. Share your passion for HR and how you can contribute to our inclusive culture at StudySmarter.
Apply Through Our Website: For the best chance of success, make sure to apply directly through our website. This helps us keep track of your application and ensures you’re considered for the role. We can’t wait to hear from you!
How to prepare for a job interview at Nub News
✨Know Your Stuff
Before the interview, make sure you thoroughly understand the role of a People Partner. Familiarise yourself with key responsibilities like workforce planning and organisational development. This will help you speak confidently about how your experience aligns with their needs.
✨Showcase Your Coaching Skills
Since the role involves coaching senior leaders, prepare examples of how you've successfully guided leadership teams in the past. Highlight specific situations where your advice led to improved employee experience or performance.
✨Build Relationships
Demonstrate your ability to build strong, trusted relationships. Think of instances where you've collaborated with different stakeholders to achieve common goals. This will show that you can facilitate communication effectively within the organisation.
✨Be Ready for Change
Given the emphasis on organisational change, be prepared to discuss how you've navigated similar transitions. Share your experiences in driving cultural transformation and how you’ve supported teams through periods of change.