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- Tasks: Lead HR initiatives for UK & US employees, balancing operational and strategic responsibilities.
- Company: Dynamic company focused on people and culture with a global reach.
- Benefits: Hybrid working, competitive salary, and opportunities for professional growth.
- Why this job: Make a real impact in shaping company culture and supporting employee engagement.
- Qualifications: Experience in HR leadership, strong knowledge of UK employment law, and stakeholder management skills.
- Other info: Fast-paced environment with opportunities for career advancement.
The predicted salary is between 48000 - 72000 £ per year.
This role is a senior, hands-on People & Culture position providing maternity cover. The position will operate as a trusted Senior HR Business Partner, balancing regional HR ownership for the UK and US with a strategic, global HR BP remit for the solutions division within the business. The role requires someone confident operating at pace, comfortable switching between core HR delivery and forward-looking, strategic people work, and able to influence senior stakeholders across multiple geographies.
Scope of the Role
- Regional HR Business Partner – UK & US
- Strategic HR Business Partner – Solutions Division (Global)
Key Responsibilities
Regional HR Business Partner – UK & US
- Act as the primary HR lead for UK and US employees, ensuring compliant, consistent, and people-centric HR delivery.
- Employee Relations & Case Management
- Lead on all employee relations matters across the UK and US, including performance management, disciplinary, grievance, absence management, and complex people cases. Provide pragmatic, commercial advice to managers, balancing risk with business needs. Ensure consistency of approach while adapting to local employment legislation.
- Employment Law, Contracts & Policies
- Own and maintain employment contracts, offer letters, and contractual changes for UK and US employees. Review, update, and implement HR policies and procedures, ensuring legal compliance and alignment with company culture. Partner with legal advisors where required on complex or high-risk issues.
- Manager Support & Coaching
- Act as a trusted advisor to leaders and managers, building capability in people management, performance, and employee engagement. Support managers through change, growth, and organisational challenges.
- Operational HR Excellence
- Ensure accurate HR documentation, record-keeping, and adherence to internal processes. Support audits, reporting, and data requests where required. Contribute to continuous improvement of HR processes and ways of working.
- Partner with senior leaders in the Solutions pillar to deliver strategic people initiatives that support performance, growth, and future capability needs.
Strategic People Partnering
- Act as the HR BP to senior leaders within the Solutions pillar globally. Translate business strategy into people priorities, advising on structure, capability, and talent implications. Provide insight and challenge at leadership level to drive effective decision-making.
Performance & Talent
- Support the performance management cycle, ensuring clear goal-setting, robust performance conversations, and differentiation of performance. Identify talent risks and opportunities, supporting succession planning and development planning for critical roles. Coach leaders on managing high performers and addressing underperformance.
Workforce Planning
- Partner with leaders on workforce planning, including capacity, capability, skills gaps, and future hiring needs. Use people data and insight to inform decisions around growth, resourcing, and organisational design. Support planning aligned to commercial objectives and longer-term strategy.
Change & Organisational Development
- Support organisational change initiatives within the Solutions pillar, including restructures, role clarity, and team effectiveness. Contribute to global people programmes and initiatives where required.
Stakeholder Management
- Senior leaders and managers across the UK, US, and global Solutions teams
- People & Culture / HR colleagues globally
- Legal advisors and external partners (as required)
Essential Skills & Experience
- Proven experience in a Senior HR Business Partner or People & Culture Lead role
- Strong working knowledge of UK employment law; experience supporting US employees highly desirable
- Demonstrated ability to balance operational HR delivery with strategic people partnering
- Experience supporting senior leaders in performance, workforce planning, and organisational change
- HiBob platform knowledge will be considered a plus
- Confident handling complex employee relations cases
- Strong stakeholder management and influencing skills
- Comfortable working in a fast-paced, evolving environment
Desirable
- Experience operating in a global or multi-region organisation
- Background in tech, solutions, consulting, or professional services environments
- Experience covering maternity or fixed-term leadership roles
People & Culture Lead (Senior HR Business Partner) Maternity Cover employer: TCC Global
Contact Detail:
TCC Global Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land People & Culture Lead (Senior HR Business Partner) Maternity Cover
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field, especially those who work in similar roles. A friendly chat can lead to insider info about job openings or even a referral.
✨Tip Number 2
Prepare for interviews by researching the company culture and values. Tailor your responses to show how your experience aligns with their needs, especially in employee relations and strategic HR initiatives.
✨Tip Number 3
Practice your pitch! Be ready to explain how you can balance operational HR delivery with strategic people partnering. Highlight your experience in managing complex cases and supporting senior leaders.
✨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 about their job search.
We think you need these skills to ace People & Culture Lead (Senior HR Business Partner) Maternity Cover
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of People & Culture Lead. Highlight your experience in HR business partnering, especially with UK and US employees, and showcase any relevant achievements that align with the job description.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this maternity cover role. Mention your strategic HR experience and how you can influence senior stakeholders effectively.
Showcase Your People Skills: In your application, don’t forget to highlight your ability to manage complex employee relations cases and support managers through change. We want to see how you’ve made a difference in previous roles!
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you’re considered for this exciting opportunity. Don’t miss out!
How to prepare for a job interview at TCC Global
✨Know Your Stuff
Make sure you brush up on UK and US employment law, as well as the specific HR challenges that come with a global workforce. Familiarise yourself with the company's culture and values, and be ready to discuss how your experience aligns with their needs.
✨Showcase Your Strategic Mindset
Prepare examples of how you've successfully balanced operational HR delivery with strategic initiatives in previous roles. Be ready to discuss how you can translate business strategy into people priorities, especially in a fast-paced environment.
✨Be Ready for Complex Scenarios
Expect questions about handling complex employee relations cases. Think of specific instances where you've provided pragmatic advice to managers while balancing risk with business needs, and be prepared to share these stories.
✨Engage with Stakeholders
Demonstrate your stakeholder management skills by discussing how you've influenced senior leaders in the past. Prepare to talk about your approach to coaching managers through change and how you've supported them in performance management and workforce planning.