Head of People Partnering in Slough

Head of People Partnering – 12 Month FTC

Location: West London – Hybrid

Contract: 12 Month FTC

£95k - £100k base

We are partnering with a well-established, growing organisation to appoint a Head of People Partnering on a 12-month fixed-term contract.

Reporting to the People Director, the Head of People Partnering will lead and develop an established People Partnering function, ensuring the delivery of a strategic, proactive and commercially focused people service across the organisation.

Working closely with senior leaders, the role will provide expert advice and constructive challenge across a broad range of people matters, helping to align people initiatives with organisational priorities while supporting leaders to build high-performing and engaged teams.

Leading a team of People Partners, you will drive a consistent approach to people management, organisational change, employee relations and organisational design.

You will also play a key role in shaping and delivering the wider People strategy, ensuring the organisation has the capability, structures and leadership required to support its continued growth and evolution.

What You'll Be Doing:

Strategic Leadership & Business Partnering

• Lead and continuously develop the People Partnering function, ensuring the delivery of a strategic, proactive and commercially focused people service.
• Shape the People Partnering operating model, ensuring consistency, quality and a customer-focused approach across all business areas.
• Act as a strategic people adviser to Directors and senior leaders, providing expert guidance, challenge and coaching across the employee lifecycle.
• Build credible and trusted relationships with senior stakeholders to understand business priorities, organisational challenges and future workforce requirements.
• Influence strategic business decisions through people insight, workforce data and evidence-based recommendations.
• Contribute to the development, implementation and ongoing review of the wider People Strategy.

Leadership & Development of the People Partnering Team

• Lead, inspire and develop a high-performing team of People Partners.
• Create a culture of collaboration, accountability and continuous learning.
• Provide coaching, mentoring and development opportunities to strengthen capability across the team.
• Embed commercial acumen, digital agility, data literacy and strong people advocacy within the partnering model.
• Set clear objectives and performance expectations, supporting team development through regular coaching and feedback.
• Encourage continuous improvement, innovation and the sharing of best practice across the People function.

Organisational Design & Workforce Planning

• Lead organisational design initiatives that ensure structures remain fit for purpose as the organisation evolves.
• Partner with senior leaders to review organisational effectiveness and identify opportunities to improve capability, efficiency and ways of working.
• Support business transformation programmes through effective workforce planning and organisational change.
• Collaborate closely with Talent Acquisition to ensure workforce plans align with recruitment activity, succession planning and future capability requirements.
• Use workforce data and organisational insight to support strategic decision-making and long-term planning.

Performance, Talent & Leadership Capability

• Co-lead the organisation's performance management approach alongside Learning & Development leadership.
• Support the effective delivery of performance review cycles, calibration meetings and continuous performance conversations.
• Help build a high-performance culture where leaders are equipped and accountable for setting expectations, recognising strong performance and addressing underperformance.
• Coach senior leaders to strengthen leadership capability, team effectiveness and engagement.
• Partner with Learning & Development colleagues to identify organisational capability gaps and develop targeted solutions.
• Support talent identification, succession and retention strategies.

Employee Engagement, Culture & Wellbeing

• Lead the design, implementation and evaluation of employee engagement surveys alongside Internal Communications.
• Ensure meaningful analysis and robust action planning across business areas.
• Support leaders to translate engagement feedback into practical initiatives that improve employee experience and organisational performance.
• Champion initiatives that strengthen culture, wellbeing, inclusion and belonging.
• Help embed organisational values throughout the employee lifecycle and within leadership behaviours.
• Promote a positive, inclusive and high-performing environment where colleagues feel valued and empowered.