People Business Partner

Requirements of the role

We have a fantastic opportunity for a People Business Partner to join our People Directorate at an exciting time of transformation across the organisation. In this role, you will be pivotal in partnering with your assigned Directorate to develop the strategic People Plan, advising, coaching, and supporting across a range of people/human resource (HR) matters and driving positive cultural change in alignment with our Corporate Strategy.

Our organisation is undergoing significant transformation to better protect savers, enhance the pension system, and support innovation in the interests of savers. This includes aligning our structure to our strategic priorities and essential functions, investing in our people, improving our systems, and creating new regulatory directorates. These changes will enable us to be more market-focused, closer to developments in the pensions market, and positively influence change as it unfolds.

As People Business Partner, you will work collaboratively with HR Centres of Expertise, including Employee Relations (ER), Reward, Programmes, Learning and Development (L&D) and, Talent Acquisition and Succession, to deliver a seamless customer experience back to the organisation. This will enable you to fully partner with leaders and people managers, developing strategic People Plans that drive great outcomes through the lens of the People and Culture Strategy.

Responsibilities

As People Business Partner, you’ll be responsible for:

• Strategic partnering: Collaborate closely with Executive Committee leaders (ExCo), managers, and teams within the organisation, delivering effective people solutions, including resource forecasting, organisational development, and workforce, skills, and capability planning.
• Relationship building: Foster productive relationships with leaders and people managers at all levels to support their development and that of their teams.
• Collaboration: Partner and collaborate with your People Directorate colleagues to enable the delivery of a seamless HR service to the business.
• Coaching and mentoring: Provide coaching and mentoring on people issues to your assigned area.
• Equality, Diversity, and Inclusion (EDI): Champion the organisation’s diversity and equal opportunities approach and practices.
• Project direction: Offer direction on people, culture, and organisation projects where required.
• Data utilisation: Use data and MI to measure, track, and evaluate the effectiveness of the People Plan and interventions.
• Change advocacy: Be a strong advocate for People change and improvement, including the People and Culture Strategy and EDI Strategy.

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