About VOIS
VOIS (Vodafone Intelligent Solutions) is a strategic arm of Vodafone Group Plc, creating value for customers by delivering intelligent solutions through Talent, Technology & Transformation. With 30,000 FTE, we partner with Vodafone Group, local markets and partner markets to simplify and drive growth. In partnership with Accenture, we work with Vodafone customers, other telco and tech companies to drive transformation and ensure we remain relevant and resilient.
About This Role
Please note: This role can be based in the UK, India, or Egypt.
The Senior HR Business Partner is the strategic HR partner to Digital Engineering & MVNx Service Towers, with end‑to‑end accountability for HR delivery and people strategy across a complex, global organisation. The role partners with VOIS Digital Engineering leadership as their trusted HR lead, operating in a highly complex, international environment across multiple geographies including Hungary, Turkey, Germany, the UK and Spain. It supports two critical business areas undergoing significant transformation and requires a high degree of autonomy, independent judgement and the ability to navigate ambiguity while engaging senior stakeholders.
The role is responsible for defining and executing integrated people plans that enable the achievement of business strategy, leading people change and transformation across the Digital Engineering teams, and driving organisational effectiveness, workforce planning, talent and transformation outcomes. It influences decision‑making through insight‑led people recommendations, provides senior oversight on complex people risk, employee relations and organisational change, and ensures effective delivery of the VOIS People Strategy, HR operating model and annual people calendar.
What You’ll Do
- Define and deploy people strategy and plans aligned to business priorities
- Act as primary HR strategic partner to leadership teams, influencing business decisions
- Drive governance cadence, tracking delivery of hiring, workforce, cost and talent outcomes, and holding leaders accountable for execution against business priorities
- Lead organisation design, workforce planning and transformation initiatives, including capability transformation and development of an AI‑enabled future‑ready organisation
- Drive workforce shaping aligned to SPI, right‑shoring and cost outcomes, enabling value‑based workforce decisions and productivity improvements and embedding the operating model
- Lead delivery of strategic transformation programmes and operating model evolution, ensuring strong change leadership, communication, adoption and embedding of new ways of working across leadership teams and the wider organisation
- Lead talent strategy, succession planning and leadership pipeline development enabling mobility of talent into high‑impact roles aligned to business priorities
- Own FTE and OPEX planning, aligning workforce capacity, cost and capability to business demand
- Own delivery of the annual HR calendar and people lifecycle activities (reward, performance, talent)
- Provide senior oversight and guidance on complex employee relations matters, people risk, organisational change, policy application and compliance, ensuring a balanced, commercial and legally aware approach to decision‑making
- Shape organisational culture and leadership behaviours in line with Vodafone values, strengthening team effectiveness, inclusive leadership and accountability for sustainable performance
- Lead strategic resourcing discussions for critical roles and skills, using external market insight and build, buy, borrow and automate approaches to ensure the right workforce mix for future business demand
- Ensure effective integration with HR Centres of Excellence and HR Operations, translating business needs into enterprise HR solutions and leveraging specialist teams to deliver scalable, high‑impact outcomes
- Drive employee engagement, high performance culture and leadership effectiveness, ensuring leaders are accountable for engagement outcomes and driving a consistent follow‑through on actions, embedding a strong commercial mindset and accountability for diversity and inclusion outcomes, including strengthening diverse leadership pipelines
- Use people data to diagnose issues and drive targeted interventions
Who You Are
- Proven ability to operate as a strategic HR partner in global matrix organisations
- Commercial acumen and business understanding, linking people strategy to business performance
- Experience leading organisational transformation, workforce planning and capability building
- Strong influencing, stakeholder management and leadership coaching capability, with experience supporting senior leaders through change, conflict and complex people decisions, and developing HR team members
- Ability to analyse complex data and translate into clear, actionable insights
- Executive presence, sound judgement and resilience, with the ability to navigate ambiguity, challenge constructively and operate effectively in politically complex environments
- Degree level education (or equivalent experience)
- Experienced in senior HR roles, with exposure to leading people, projects or functional initiatives
- Experience operating within global, matrixed organisations and transformation environments
- Strong understanding of HR operating model, talent management and organisational effectiveness
- Project and change management experience, including leading the people side of transformation, embedding change and managing organisational risk
- Strong understanding of employee relations, policy governance and employment risk in complex business environments
Equal Opportunity Employer
Vodafone recognises and celebrates the value of diversity in building a workforce that reflects the customers and communities it serves. No form of discrimination is tolerated. This includes, but is not limited to, discrimination based on race, colour, age, veteran status, gender identity, gender expression, sexual orientation, pregnancy, maternity or parental status, ethnicity, disability, religion or belief, political affiliation, trade union membership, nationality, citizenship, indigenous status, medical condition, HIV status, neurodiversity, social origin, cultural background, marital or civil partnership status, or socio‑economic background.
