Senior Human Resources Business Partner in London

Reporting to the HR Leader

EMEA, a

ct as the Senior Human Resources Business Partner (HRBP) for assigned functions and business areas at Telford, translating business priorities into practical people plans that strengthen manager capability, employee relations, workforce discipline, engagement, succession and performance against goals and objectives. Serves as a visible HR partner to functional leadership,

managers

and supervisors, ensuring people practices are commercially grounded, legally compliant, consistently applied, and aligned with the Global HR Action Plan. Essential Job Functions Operational HR Business Partnering (50%) Act as the primary HR partner for assigned functions and business areas, building trusted relationships with leaders,

managers

and supervisors.

Translate operational priorities into practical people plans that improve productivity, accountability,

engagement

and performance.

Support the Leadership Team by

identifying

people risks, capability gaps and workforce challenges that may

impact

delivery of business

objectives

.

Ensure consistent application of HR policies,

procedures

and employment practices across assigned business areas.

Proactively

identify

gaps in manager capability, leadership effectiveness, process

compliance

and workforce discipline, implementing practical solutions to improve execution.

Act as a trusted adviser during organisational change, workforce growth,

restructures

and operational improvement activity.

Support employee engagement initiatives and help leaders translate feedback into practical actions that improve employee experience and site performance.

Represent HR within operational forums and leadership meetings, ensuring people considerations are integrated into business decision-making.

Employee Relations and Manager Capability (20%) Provide guidance to managers on employee relations matters including performance, conduct, absence, grievance,

disciplinary

and capability issues.

Coach managers to address performance concerns early, manage difficult conversations effectively and apply policy consistently.

Support investigations,

hearings

and employment matters, ensuring compliance with employment legislation and company policy.

Identify

recurring employee relations trends and implement practical interventions to reduce risk and improve management effectiveness.

Build manager capability through coaching, training and structured support focused on accountability, leadership

behaviours

and people management effectiveness.

Challenge behaviours and management decisions that create employee relations,

retention

or compliance risk.

Workforce Planning,

Talent

and Succession (15%) Partner with leaders to

identify

current and future workforce requirements, capability

risks

and critical skill gaps.

Support succession planning and talent review activities, ensuring key positions have

appropriate development

and succession plans.

Assess leadership density and bench strength within assigned functions and recommend actions to improve capability and organisational resilience.

Identify

high-potential employees and work with managers to develop meaningful development plans.

Monitor workforce trends including turnover, internal

mobility

and retention risk to support informed workforce decisions.

Governance, Reporting and Recruitment (15%) Ensure all recruitment activity follows approved governance, workforce

planning

and budget approval processes prior to advertising.

Support structured recruitment and selection processes to improve hiring quality and reduce early attrition risk.

Challenge recruitment decisions, role definitions or hiring practices that may create long-term capability,

performance

or retention issues.

Ensure HR records, documentation and employment processes are

maintained

accurately and

comply with

internal governance requirements.

Qualifications / Skills / Experience CIPD Level 5 essential; CIPD Level 7 desirable.

Experience supporting organisational change and business transformation.

Demonstrated ability to

build credibility,

influence

and challenge senior operational leaders.

Strong analytical capability with experience interpreting people metrics and translating insight into business action.

Strong communication

, influencing, judgment, and organisational skills.

Proficient with Microsoft Office; HRIS experience (

Paylocity

or similar) an advantage.

Ability to work on own initiative, working within a team and the ability to meet deadlines.

Comfortable operating in a fast-paced, PE-backed environment where processes may be evolving; able to exercise sound judgement, think proactively, and respond quickly to changing priorities.

Excellent organisation skills with the ability to multi-task.

Ability to manage multiple priorities in a fast-paced environment.

Company Values for Meeting Our Strategy and Success of the Company

Stronger as one

We collaborate deeply, integrating ideas from diverse perspectives to scale more effectively. Take the initiative We improve at every opportunity, bettering our skills and exceeding expectations. Focus on what matters We act with intent to earn our customers' loyalty, create success for our people, and grow our business. Competencies Demonstrates ownership and accountability, considerable judgment and initiative, and the ability to communicate effectively both written and verbal; leads and influences others effectively; displays strong work ethic and integrity; collaborates cross functionally.

Physical Requirements Performing the duties of this job regularly involves sitting, standing, walking, hearing/listening. Vision requirements include the ability for close vision, to adjust focus, and to colour code. Mental Requirements This position requires the ability to maintain work pace as needed; to comprehend and follow instructions; to read, count and compute; to exercise logic and reasoning; to organise and prioritise; to problem solve; to make decisions; to analyse and interpret data; to multi-task/re-direct and experience numerous interruptions. Other Requirements Minimal UK travel ( Work Environment The noise level in the work environment is usually quiet to moderate. This job description is not designed to cover an exhaustive list of duties. Other duties may be assigned, and activities may change at any time with or without notice. Equal Employment Statement / Non-Discriminatory Statement The Company is an equal opportunities employer and is committed to providing a workplace and recruitment process that is fair,

inclusive

and free from unlawful discrimination. Employment

decisions are made on the basis of merit, capability and business need, and without discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, sexual orientation, or any other status protected by applicable law. The Company will

consider reasonable adjustments for applicants and employees where

required

.

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