Senior HR Manager, Science & Innovation in London

Tate and Lyle is a successful organisation with a clear purpose, ambition, strategy, and strong expert talent, solely focused on achieving its ambition as a world-class ingredients solutions provider. We have expanded our plant-based footprint beyond corn into tapioca, stevia leaf, chickpea protein, and soluble fibre to explore wider platforms for achieving our ambition. Achieving this ambition will require development of new capabilities, reallocation of resources, and investment to become a leaner, more agile company, leveraging the latest technology, process insight, and ways of working.

The Senior HR Manager, Science & Innovation (S&I) is responsible for aligning leadership, management, and people capability to deliver against the S&I business objectives. Partnering with the President, Science & Innovation to develop people plans to support the strategic agenda whilst working across HR CoEs and global functions to drive delivery against the plans. Contributing as part of the HR Leadership team to the ongoing evolution of the function, the employee value proposition, and broader strategic HR initiatives. This role will have a particular focus on Talent Management, Performance Enablement, and People Analytics. This role combines classic HRBP partnering with strong technical capability across performance frameworks, skills taxonomies, succession enablement, and data-driven decision making. Responsible for developing and deploying scalable solutions, and coaching leaders to build a high-performance, future-ready organisation.

MAIN ACCOUNTABILITIES

• Partnering with the relevant stakeholders to understand their business unit, how it operates, how it adds value, existing challenges, agenda etc.
• Act as advisor and coach to key stakeholders to enable effective human performance across the function.
• Working with the leadership team to create and facilitate the execution (through the line) of a shared people agenda that will enable performance.
• Working with the broader HR teams to align on delivery of the people plans, ensuring alignment across regions as well as on onward functional strategy.
• Lead HR projects and initiatives aimed at enhancing employee engagement, retention, and performance.
• Act as a trusted adviser to senior leaders on workforce strategy, organisation design, and change.
• Drive manager capability and leadership effectiveness through targeted interventions and coaching.
• Analyze workforce trends, identify talent gaps, and develop succession plan interventions – partner with CoE to enable strong pipeline.
• Use HRIS and talent platforms to derive actionable insights; utilise dashboards to drive improvement in understanding of performance, mobility, bench strength, and attrition risk.
• Translate capability gaps into skills-based learning paths, academies, and targeted development experiences for the function.
• Leverage systems and data to generate insight that drives continuous improvement in HR functioning as well as enables the identification of hypotheses and business cases to drive change in ways of working.
• Operating as the face to HR for business units, driving delivery of core HR processes that serve to unlock organisational insight and performance (performance, talent, engagement, reward…).
• Contributing to the HR function to drive flow in ways of working through bringing the voice of the customer to all that the function delivers in service of simplicity, efficiency, and ultimately user-centricity.
• Leading with integrity, consideration, and challenge – having the courage and confidence to challenge the business and its leaders.

PERFORMANCE MEASURES

• Delivery against defined people plan metrics (engagement, retention, hiring etc).
• Functional business performance.
• Employee Experience satisfaction (HYS).
• Employee retention and engagement.
• Organisational diversity.
• Succession coverage.

SKILLS & EXPERIENCES

REQUIRED EDUCATION, SKILLS AND EXPERIENCE:

• MSc in Human Resources / Occupational Psychology / organisational behaviour / development or similar.
• Track record of commercially impactful business partnering across a global matrix.

PREFERRED EDUCATION, SKILLS AND EXPERIENCE:

• Experience in organisations going through transformation.
• Track record of driving commercially impactful people plans.
• Experience in a global, matrixed environment.
• Capacity to influence complex stakeholders across multiple dimensions.
• Strong planning, critical thinking, and problem-solving skills to meet goals within constraints of time and budget.
• Bias for action, strong sense of immediacy, and drive to achieve objectives.
• Learning mindset and ability to identify/apply learning to other situations.
• Execution focus – track record of driving continuous improvement and effectiveness in HR provision.
• Demonstrable expertise in talent management, performance enablement, and succession planning.
• Strong fluency with HR tech/analytics; able to build dashboards and tell a compelling story with data.
• Proven success deploying performance frameworks (OKRs/MBOs/continuous feedback).
• Experience in organisation design and change management.
• Solid understanding of reward-performance linkages and calibration practices.

What we can offer you

As a business operating in 50 countries worldwide, we offer a global rewards package to all employees alongside a range of country-specific benefits. The global package includes a bonus scheme, 16-week Equal Parental Leave, and mental health & well-being support. Flexible working policy, competitive salary, discretionary annual bonus, excellent employer pension contribution, personal private medical insurance, and life assurance.

Tate & Lyle is an equal opportunity employer, committed to the strength of an inclusive workforce.