At a Glance
- Tasks: Shape and deliver people strategies to drive business performance and cultural alignment.
- Company: Dynamic company focused on talent development and inclusive culture.
- Benefits: Competitive salary, career growth opportunities, and a supportive work environment.
- Other info: Join a fast-paced environment where your ideas can drive meaningful change.
- Why this job: Make a real impact by partnering with leaders to enhance team member experience.
- Qualifications: 3+ years in HR Business Partnering and strong stakeholder management skills.
The predicted salary is between 36000 - 60000 € per year.
As a People Partner, you will act as a trusted advisor to senior leaders within the business, shaping and delivering the people strategy to drive business performance, talent development, and cultural alignment. This role combines business partnering with a strong focus on workforce capability, development, and team member experience to enable sustainable growth and client excellence. Working closely with the wider People team, you will co-create and deliver initiatives and solutions to support the business areas in delivering their objectives.
We are looking for a resilient and results-driven professional with strong thinking skills and an organised approach to work. You will be adaptable and able to thrive in a fast-paced, changing environment, using your flexible communication style to connect effectively with a wide range of stakeholders. As a personable and empathetic team player, you will collaborate with others to influence outcomes and drive meaningful results, while maintaining a clear focus on goals and long-term success.
Location: This role can be based out of our Nottingham or Edinburgh office.
Key responsibilities will include:
- Partnering
- Partner with stakeholders and leadership teams to align the people strategy with business objectives and regulatory expectations.
- Serve as a trusted advisor on organisational design, workforce planning, and succession planning to ensure future readiness.
- Coach, guide, challenge and provide feedback to key stakeholders to reach solutions and drive performance.
- Shape and influence cultural change programmes, embedding values and desired leadership behaviours.
- Talent & Capability
- Drive talent strategies, ensuring critical roles are identified, and succession pipelines are strong.
- Partner closely with the departments to define capability frameworks, learning pathways, and accreditation team members.
- Promote a culture of continuous learning by encouraging managers and team members to engage in development opportunities.
- Performance & Reward
- Enable leaders to drive a high-performance culture through effective performance management, recognition, and career development.
- Promote equitable reward practices that reinforce company values and contribute to retention and engagement.
- Diversity, Equity & Inclusion
- Champion inclusive leadership and DEI practices within the business.
- Partner with the departments to design programmes that improve representation, belonging, and equitable access to career opportunities.
- Change & Transformation
- Lead people aspects of transformation programmes (digital, regulatory, operating model changes).
- Act as a change champion, ensuring engagement, resilience, and adoption of new ways of working.
- Data
- Analyse workforce metrics to identify key trends, gaps, and opportunities that support informed decision-making.
- Monitor and report on people-related KPIs – such as turnover, absence, and performance outcomes – to support planning and continuous improvement.
What success looks like
- Alignment of people strategy to growth and regulatory objectives.
- Succession pipelines are strengthened, with improved depth, readiness and visibility for internal talent.
- Team member engagement and overall employee experience show measurable improvement across key metrics.
- Workforce insights and people analytics are used consistently to inform decisions and shape proactive action plans.
- Cultural initiatives, values, and inclusive behaviours are embedded and demonstrated across teams.
Our ideal person Criteria
- Proven experience in HR Business Partnering role - 3+ years (essential).
- CIPD Level 5 or 7 qualified or equivalent.
- Strong stakeholder management, influencing skills, including at Executive Committee/Board level.
- A deep understanding of HR/People disciplines, including talent development, organisational effectiveness, and employee experience.
- You excel at fostering cross-functional alignment and uncovering opportunities others may overlook.
We may close this vacancy early if we receive sufficient applications. Therefore, if you are interested, please submit your application as early as possible.
People Partner in Nottingham employer: The Progeny Group Limited
As a People Partner at our Nottingham or Edinburgh office, you will join a dynamic and inclusive work culture that prioritises employee growth and development. We offer a range of benefits, including continuous learning opportunities and a commitment to diversity, equity, and inclusion, ensuring that every team member feels valued and empowered to contribute to our shared success. With a focus on collaboration and innovation, we provide a supportive environment where your expertise can drive meaningful change and enhance the overall employee experience.
StudySmarter Expert Advice🤫
We think this is how you could land People Partner in Nottingham
✨Tip Number 1
Network like a pro! Reach out to people in your industry, especially those who work at companies you're interested in. A friendly chat can lead to insider info and even referrals that could land you an interview.
✨Tip Number 2
Prepare for the interview by researching the company culture and values. Tailor your responses to show how your experience aligns with their goals. We want to see you shine as a great fit for their team!
✨Tip Number 3
Practice makes perfect! Conduct mock interviews with friends or use online resources to refine your answers. The more comfortable you are, the better you'll perform when it counts.
✨Tip Number 4
Don’t forget to follow up after your interview! A quick thank-you email can leave a lasting impression and keep you top of mind. Plus, it shows your enthusiasm for the role!
We think you need these skills to ace People Partner in Nottingham
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter to reflect the key responsibilities and skills mentioned in the job description. We want to see how your experience aligns with our needs, so don’t hold back on showcasing your relevant achievements!
Showcase Your People Skills:As a People Partner, your ability to connect with stakeholders is crucial. Use your application to highlight examples of how you've influenced outcomes and driven results through collaboration. We love seeing those interpersonal skills in action!
Be Results-Driven:We’re looking for someone who can demonstrate a strong focus on achieving goals. In your application, share specific examples of how you’ve contributed to business performance or cultural change in previous roles. Numbers and metrics can really make your case stand out!
Apply Through Our Website:Don’t forget to submit your application through our website! It’s the best way for us to keep track of your application and ensure it gets the attention it deserves. Plus, it shows you’re keen to join the StudySmarter team!
How to prepare for a job interview at The Progeny Group Limited
✨Know Your People Strategy
Before the interview, dive deep into the company's people strategy. Understand how it aligns with their business objectives and be ready to discuss how your experience can contribute to shaping and delivering that strategy.
✨Showcase Your Stakeholder Management Skills
Prepare examples of how you've successfully partnered with senior leaders and influenced outcomes in previous roles. Highlight your ability to coach and guide stakeholders, as this is crucial for a People Partner.
✨Emphasise Cultural Change Experience
Be ready to talk about any initiatives you've led or contributed to that drove cultural change. Discuss how you embedded values and leadership behaviours in your past roles, as this will resonate well with the interviewers.
✨Data-Driven Decision Making
Familiarise yourself with workforce metrics and KPIs relevant to the role. Be prepared to discuss how you've used data to inform decisions and drive improvements in employee experience and performance management.
