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For Companies At a Glance
- Tasks: Partner with leaders to shape people strategies and drive business performance.
- Company: Dynamic organisation focused on talent development and cultural alignment.
- Benefits: Competitive salary, flexible working, and opportunities for professional growth.
- Why this job: Make a real impact on workforce capability and team member experience.
- Qualifications: 3+ years in HR Business Partnering and CIPD Level 5 or 7 qualified.
- Other info: Join a fast-paced environment with a focus on diversity and inclusion.
The predicted salary is between 40000 - 50000 £ per year.
About the Role
As a People Partner, you will act as a trusted advisor to senior leaders within the business, shaping and delivering the people strategy to drive business performance, talent development, and cultural alignment. This role combines business partnering with a strong focus on workforce capability, development, and team member experience to enable sustainable growth and client excellence. Working closely with the wider People team, you will co-create and deliver initiatives and solutions to support the business areas in delivering their objectives. We are looking for a resilient and results-driven professional with strong thinking skills and an organised approach to work. You will be adaptable and able to thrive in a fast-paced, changing environment, using your flexible communication style to connect effectively with a wide range of stakeholders. As a personable and empathetic team player, you will collaborate with others to influence outcomes and drive meaningful results, while maintaining a clear focus on goals and long-term success. Please note this role is a fixed-term contract for 4 months.
Key Responsibilities Will Include
- Partnering
- Partner with stakeholders and leadership teams to align the people strategy with business objectives and regulatory expectations.
- Serve as a trusted advisor on organisational design, workforce planning, and succession planning to ensure future readiness.
- Coach, guide, challenge and provide feedback to key stakeholders to reach solutions and drive performance.
- Shape and influence cultural change programmes, embedding values and desired leadership behaviours.
- Talent & Capability
- Drive talent strategies, ensuring critical roles are identified, and succession pipelines are strong.
- Partner closely with the departments to define capability frameworks, learning pathways, and accreditation team members.
- Promote a culture of continuous learning by encouraging managers and team members to engage in development opportunities.
- Performance & Reward
- Enable leaders to drive a high-performance culture through effective performance management, recognition, and career development.
- Promote equitable reward practices that reinforce company values and contribute to retention and engagement.
- Diversity, Equity & Inclusion
- Champion inclusive leadership and DEI practices within the business.
- Partner with the departments to design programmes that improve representation, belonging, and equitable access to career opportunities.
- Change & Transformation
- Lead people aspects of transformation programmes (digital, regulatory, operating model changes).
- Act as a change champion, ensuring engagement, resilience, and adoption of new ways of working.
- Data
- Analyse workforce metrics to identify key trends, gaps, and opportunities that support informed decision-making.
- Monitor and report on people-related KPIs – such as turnover, absence, and performance outcomes – to support planning and continuous improvement.
What success looks like
- Alignment of people strategy to growth and regulatory objectives.
- Succession pipelines are strengthened, with improved depth, readiness and visibility for internal talent.
- Team member engagement and overall employee experience show measurable improvement across key metrics.
- Workforce insights and people analytics are used consistently to inform decisions and shape proactive action plans.
- Cultural initiatives, values, and inclusive behaviours are embedded and demonstrated across teams.
Our ideal person Criteria
- Proven experience in HR Business Partnering role - 3+ years (essential).
- CIPD Level 5 or 7 qualified or equivalent.
- Strong stakeholder management, influencing skills, including at Executive Committee/Board level.
- A deep understanding of HR/People disciplines, including talent development, organisational effectiveness, and employee experience.
- You excel at fostering cross-functional alignment and uncovering opportunities others may overlook.
People Partner - FTC in Leeds employer: Progeny
Contact Detail:
Progeny Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land People Partner - FTC in Leeds
✨Tip Number 1
Network like a pro! Get out there and connect with people in the industry. Attend events, join online forums, or even reach out on LinkedIn. The more people you know, the better your chances of landing that People Partner role.
✨Tip Number 2
Prepare for those interviews! Research the company’s culture and values, and think about how your experience aligns with their goals. Practice answering common interview questions, but also be ready to discuss how you can drive talent development and cultural change.
✨Tip Number 3
Showcase your adaptability! In a fast-paced environment, it’s crucial to demonstrate how you’ve thrived in changing situations. Share examples of how you’ve influenced outcomes and driven meaningful results in previous roles.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive and engaged with our brand.
We think you need these skills to ace People Partner - FTC in Leeds
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of People Partner. Highlight your experience in HR Business Partnering and any relevant qualifications like CIPD Level 5 or 7. We want to see how your skills align with our people strategy!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to showcase your understanding of our business objectives and how you can contribute to our culture and talent development. Be personable and let your passion for the role come through!
Showcase Your Stakeholder Management Skills: In your application, emphasise your experience in managing stakeholders and influencing outcomes. We’re looking for someone who can connect with a wide range of people, so share examples that demonstrate your adaptability and communication style.
Apply Through Our Website: Don’t forget to apply through our website! It’s the best way for us to receive your application and ensures you’re considered for the role. Plus, it shows you’re keen on joining the StudySmarter team!
How to prepare for a job interview at Progeny
✨Know Your People Strategy
Before the interview, dive deep into the company's people strategy and how it aligns with their business objectives. Be ready to discuss how your experience in HR Business Partnering can contribute to shaping and delivering that strategy.
✨Showcase Your Stakeholder Management Skills
Prepare examples of how you've successfully influenced stakeholders at various levels, especially in challenging situations. Highlight your ability to coach and guide leaders, as this role requires strong interpersonal skills.
✨Emphasise Cultural Change Experience
Be ready to talk about your experience with cultural change programmes. Share specific instances where you’ve embedded values and leadership behaviours within teams, demonstrating your understanding of the importance of culture in driving performance.
✨Data-Driven Decision Making
Familiarise yourself with workforce metrics and be prepared to discuss how you've used data to inform decisions in previous roles. This will show your analytical skills and your ability to monitor and report on key people-related KPIs effectively.