Key Responsibilities
- Act as a trusted strategic partner to business leaders, translating business priorities into pragmatic people plans that support growth, performance, productivity and organisational effectiveness.
- Lead the delivery of the people agenda across assigned accounts or business units, including talent management, performance, succession, engagement, organisational design and workforce planning.
- Provide expert guidance on complex employee relations matters, including conduct, grievance, capability, absence, performance, consultation and other sensitive casework, ensuring fair, consistent and legally compliant outcomes.
- Support organisational change programmes such as restructures, TUPE transfers, consultation activity and business transformation, ensuring people impacts are effectively managed and risks mitigated.
- Coach and influence senior managers to strengthen leadership capability, improve people management practice and embed a high-performance, inclusive culture.
- Partner with specialist HR teams and business stakeholders to deliver joined-up solutions across recruitment, reward, learning, mobility, compliance and employee experience.
- Use people data, insights and trend analysis to inform decision-making, identify risk, improve retention and performance, and recommend continuous improvement actions.
- Build strong, credible relationships with senior leaders and key stakeholders to understand business priorities and shape commercially focused people solutions.
- Develop and deliver people plans aligned to business strategy, covering workforce planning, talent, succession, engagement, organisation design and capability building.
- Lead complex employee relations activity end-to-end, balancing legal compliance, policy application, employee experience and business outcomes.
- Provide strategic and operational HR input to change initiatives including restructures, TUPE, consultation, redundancy, integration and transformation programmes.
- Coach, challenge and support leaders and managers on people-related decisions, building confidence and capability in performance management, engagement and risk management.
- Analyse HR metrics and themes such as attrition, absence, ER trends and capability gaps, presenting insight-led recommendations to support business decision-making.
- Ensure effective implementation of HR policies, governance standards and UK employment legislation, identifying opportunities to improve process efficiency and reduce organisational risk.
- Work collaboratively with centres of expertise, shared services and wider business teams to ensure a seamless and consistent colleague experience.
- Lead or contribute to HR projects and strategic initiatives within agreed timelines and budgets, delivering measurable business and people outcomes.
- Maintain the highest standards of professionalism, confidentiality and integrity while representing HR internally and externally.
Qualifications
- Proven experience as a Senior HR Business Partner or in a similar strategic HR role within a complex, fast‑paced and matrixed environment.
- Strong working knowledge of UK employment law and HR best practice, with demonstrable experience of managing complex employee relations cases and organisational change.
- Experience supporting restructures, consultation processes, TUPE transfers and business transformation initiatives.
- Strong commercial acumen, with the ability to balance business priorities, people risk and employee experience in decision‑making.
- Excellent stakeholder management, coaching and influencing skills, with credibility to work effectively with senior leaders and managers at all levels.
- Ability to interpret and use people data to identify trends, diagnose issues and recommend evidence‑based solutions.
- Strong communication skills, including the ability to handle sensitive conversations, present recommendations clearly and produce high‑quality written documentation.
- Resilient, pragmatic and solution‑focused, with sound judgement and the ability to manage competing priorities in a high‑pressure environment.
- Proficient in Microsoft Office applications and comfortable working with HR systems, reporting tools and confidential employee data.
Benefits
Competitive salary packages featuring pension, health care, life assurance, laptop, phone, access to extensive training resources and discounts within the larger Tata network.
Role Overview
As a Senior Human Resource Business Partner, you will partner with business leaders and managers to deliver a proactive, commercial HR service aligned to business objectives and provide confident, pragmatic advice across the full employee lifecycle, including performance, absence, conduct, grievance and capability.
Equal Employment Opportunity
Diversity, Inclusion and Wellbeing: Tata Consultancy Services UK&I is committed to meeting the accessibility needs of all individuals in accordance with the UK Equality Act 2010 and the UK Human Rights Act 1998. We believe in building and sustaining a culture of equity and belonging where everyone can thrive. Our diversity and inclusion motto is “Inclusion without Exception”. Our continued commitment to culture and diversity is reflected across our workforce implemented through equitable workplace policies and processes.
