Humar Resources Business Partner

Norfolk St, Sheffield City Centre, Sheffield S1 2JE, UK

Job Description Posted Friday 1 May 2026 at 05:00

Department: Human Resources

Location: Sheffield

Working Pattern: Hybrid, includes 3 days each week in the office

Contact Type: Full time, permanent

Tes is a global Edtech leader, on a mission to empower schools and educators to deliver impactful, inspiring learning experiences worldwide. We understand the unique challenges faced by schools, and our ecosystem is specifically designed to address these needs head‑on.

Role overview: We’re looking for an experienced HR Business Partner (HRBP) to join our team. This is a hands‑on, generalist HR role; focused on helping us to deliver a great employee experience and supporting our aim to be an employer of choice. You will support leaders in a fast‑paced Tech/Digital area to build and deliver clear, strategic people plans that support business goals (for example: team structure, skills needed, hiring plans, and development priorities). A big part of the role is coaching and supporting managers so they can lead their teams well. For example, you’ll help them set clear goals, handle day‑to‑day people issues, give meaningful feedback, and create development plans that build skills and improve performance. Working in collaboration with the talent acquisition and development team you’ll also support business leaders attract, retain and grow great talent. You’ll also help deliver our broader People strategy and HR plan; working with the wider People team and business leaders to make sure HR priorities support Tes’ overall company goals. Finally, you will be responsible for managing, coaching and developing an HR Assistant.

Key Responsibilities:

• Be a trusted HRBP to a designated client group with a specific focus on supporting Senior Managers and Managers.
• Understand the strategic and operational priorities of the business and have an active role in transformation discussions; to include providing lead support and advice in the implementation of organisational change projects ensuring that a consistent approach is maintained in areas such as workforce planning, roles changes, redundancies, TUPE transfers and office relocations.
• Create and implement effective wellbeing, diversity and inclusion solutions.
• Work in partnership with the designated leaders to continuously improve employee engagement through effective use of available tools, constructive and regular feedback and pragmatic action planning.
• Support leaders within the designated group with key talent management initiatives to include undertaking regular talent reviews, succession planning, creating career pathways and formulating development plans and strategies to address skills gaps.
• Manage and resolve (with the appropriate manager) all ER issues that may arise, offering advice and guidance as appropriate, ensuring that all advice and guidance is accurate, balanced, and takes account of current employment legislation, the commercial requirements of the business, and best practice HR.
• Take responsibility for identifying and implementing operational efficiencies and HR improvements.
• Ensure that there is a consistent employee experience across different client groups, companies and countries.
• Provide colleagues in recruitment with annual recruitment and promotion plans for designated client group.
• Working in partnership with the designated leadership team embed a high‑performance culture, ensuring consistent approach to performance management and taking action to manage any underperformance at manager and employee level.
• Support reward activities by benchmarking all roles, supporting pay review, undertaking calibration and reviewing all pay review and bonus recommendations.
• Provide monthly MI and updates for the CPO on key people metrics, understand specific trends and issues, e.g. attrition, absence, demographic trends etc. and provide accurate MI, insight and recommendations to key stakeholders to enable fact based decision making and action.
• Support the CPO with any projects and initiatives as required including but not limited to any business change and transformation projects.
• Keep up to date with developments in employment legislation and human resources best practice, knowledge sharing within the team to ensure continuous development and improvement.

What will you need to succeed?

Experience:

• HR Generalist Background: Recent relevant experience of working in a generalist HR role as part of a Global team, (preferably support a technology client group) with at least 2 years in a partnering or advisory capacity.
• Business Partnering: Proven experience working in partnership with leadership teams to achieve successful outcomes in relation to strategic and operational HE initiatives.
• Employee Relations: Extensive experience of managing complex employee relations issues, (disciplinaries, grievances, capability).
• Performance Management: Leading and supporting performance review processes, including coaching managers, managing high / under performance.
• Talent Management: Experience of implementing and supporting leaders with talent mapping, skills assessments, succession planning, career pathways initiatives and training needs analysis.
• Organizational Change: Participated in or led organisational change and transformation initiatives including organisational design and workforce planning, restructures, TUPE, ways of working, culture/employee experience.
• HR Systems, Data and Insight: Experience of using and continuously developing HR information Systems, collating people related data/metrics, producing reports and presenting HR insight to senior stakeholders.
• International: Involvement in international HR work or supporting business expansion into new geographies (desirable).

Skills:

• Global: Demonstrated ability to work collaboratively across the Global people team and key stakeholders.
• Strategic Thinking: Commercial awareness with the ability to provide pragmatic, business focused HR solutions and align HR strategies with wider business goals.
• Influencing: Active listening and presentation skills, including to senior leadership.
• Problem‑Solving: High‑level problem‑solving and analytical skills with demonstrated capability in conflict resolution, mediation, and root‑cause analysis.
• Change Management: Skilled in supporting organisational change initiatives, including restructures and culture transformation with the ability to embed a performance‑driven culture and manage sensitive people issues constructively.
• Analytical Skills: Strong analytical skills with ability to assimilate information quickly and contribute to the commercial goals of the organisation. Proficient in interpreting HR metrics and using data to inform decision‑making.
• Relationship Building: Ability to build and maintain trusted relationships at all levels of the organization.
• Project Management: Proven ability in managing and delivering cross‑functional HR projects, able to lead and support multiple HR initiatives simultaneously.
• HR systems, Data and Insight: Proven ability to understand and interpret HR data and provide actionable insights with a good understanding and level of experience of using and continuously developing HR information Systems.

Knowledge:

• Employment Law: Strong knowledge of UK employment legislation and how to apply it in a business context.
• Global: Familiarity with international employment law and practices (desirable).