HR Business Partner / People Partner

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HR Business Partner / People Partner

Hiring an HR Business Partner or People Partner is a key move for organisations looking to embed strategic HR support within their teams. These HR professionals work closely with business leaders to align people strategies with company objectives, driving performance, employee engagement, and organisational growth.

At Peeq, we specialise in identifying HR Business Partners and People Partners who excel at building strong relationships, providing expert guidance on people management, and delivering tailored HR solutions. With our in-depth understanding of the HR landscape, including market insights and evolving skill requirements, we ensure that the candidates we recommend are equipped to support your business at every level.

We are here to help you make this important hire, ensuring that you secure an HR Business Partner or People Partner who will play a pivotal role in driving success and fostering a high-performing workforce within your organisation.

UK Talent Market Insights – HR Business Partners and People Partners

HR Business Partner Market Stats

Candidate Profiles

We have relationships with a diverse range of HR and People Business Partners to suit the needs of your business.

Emerging Talent with ER Focus

Core Skills:
Solid understanding of HR policies, procedures, and employee relations practices

Experienced in conflict resolution and supporting managers in performance reviews

Skilled in HR data analysis to identify trends and improve team performance

Achievements:
Implemented an employee engagement initiative, resulting in a 15% increase in team satisfaction
Supported a restructuring project that improved team alignment and reduced turnover by 10%

Preferred Work Environment:
Fast-paced tech startups or mid-sized companies with a focus on innovation and growth.

Strategic HRBP with Talent Management Expertise

Core Skills:
Strong background in talent management, succession planning, and leadership development

Proven ability to advise and coach senior leaders on HR strategy and organisational design

Proficient in utilising HR software and data to drive decision-making and business performance

Achievements:
Led a talent review process that increased internal promotions by 20%

Implemented a new HRIS system, enhancing HR reporting efficiency by 30%

Preferred Work Environment:
Financial institutions or well-established firms seeking to strengthen their talent pipeline.

Senior HR Leader with a Passion for OD

Core Skills:
Extensive expertise in strategic workforce planning, organisational development, and employee engagement

Strong background in leading diversity, equity, and inclusion (DEI) initiatives across multiple locations

Experienced in aligning HR strategy with business objectives to support growth and transformation

Achievements:
Spearheaded a DEI program that increased workforce diversity by 25% over two years

Partnered with the executive team to design a leadership development program, enhancing retention of top talent by 35%

Preferred Work Environment:
Healthcare organisations or large companies focused on innovation and driving cultural change.

Want more information?

Call or message us today to discuss the candidate profiles above and your specific needs.

Job Role

Role Overview and Responsibilities

An HR or People Partner plays a crucial role in aligning people strategies with the needs of the business. These professionals work closely with leadership to ensure that HR initiatives support the overall objectives and growth of the organisation.

This role typically involves providing expert guidance on employee relations, talent management, and organisational development, while fostering a strong partnership between HR and the wider business.

Below is an overview of the typical roles and responsibilities associated with this type of hire:

Strategic HR Planning:

  • Partner with senior leaders to align HR strategy with the business’s long-term goals.
  • Analyse workforce data and trends to guide strategic decision-making and resource allocation.
  • Contribute to the development of initiatives that drive organisational effectiveness and change.

Talent Management and Succession Planning:

  • Lead talent review processes to identify high-potential employees and develop career paths.
  • Implement succession planning to ensure a robust pipeline of future leaders.
  • Collaborate with management to create strategies for attracting, developing, and retaining talent.

Change Management:

  • Drive change initiatives that support business transformation and organisational development.
  • Create communication plans to ensure that employees understand changes and their roles within the transition.
  • Monitor the impact of change initiatives and adjust strategies as needed to achieve desired outcomes.

Data-Driven HR Insights:

  • Use HR analytics to identify trends, challenges, and opportunities within the workforce.
  • Provide data-driven insights to inform business decisions and HR strategies.
  • Benchmark key HR metrics against industry standards to evaluate organisational performance.

Employee Relations:

  • Act as the primary point of contact for employee relations issues, providing guidance and resolution strategies.
  • Mediate conflicts between employees or between employees and management to maintain a positive work environment.
  • Ensure compliance with employment laws and company policies, reducing risk and managing disputes.

Performance Management:

  • Oversee the performance review process, setting benchmarks and ensuring consistent feedback.
  • Coach managers and employees on performance improvement techniques and goal-setting.
  • Facilitate training and development programs to enhance employee skills and competencies.

Diversity, Equity, and Inclusion (DEI):

  • Develop and implement strategies to promote diversity, equity, and inclusion within the organisation.
  • Collaborate with leadership to create policies that foster an inclusive workplace culture.
  • Measure the effectiveness of DEI initiatives and report on progress to senior stakeholders.

Employee Engagement and Wellbeing:

  • Design and implement initiatives that boost employee engagement and job satisfaction.
  • Support employee wellbeing programs to enhance productivity and reduce burnout.
  • Gather feedback through surveys and focus groups to continuously improve the employee experience.

Typical Reporting Structure:

London HR Candidate Services, Candidate Job Search

Need a template job description? Look no further.

Hiring Process Guidance

Hiring an HR Business Partner (HRBP) is a critical step for any business looking to align its people strategy with broader business goals. The right HRBP can drive organisational growth, enhance employee engagement, and shape a positive work culture. To ensure you find the best fit, it’s essential to focus on more than just technical HR skills.

Here’s some advice you might want to consider when hiring for this senior HR leadership role:

Align with Business Goals: Clearly define your company’s goals and how the HRBP will help achieve them. Look for candidates who can not only manage HR functions but also align HR strategy with the business’s long-term objectives.

Focus on Strategic Thinking: Prioritise candidates with a strategic mindset who can act as trusted advisors to senior leaders. They should be capable of translating business needs into HR initiatives and influencing decisions at the leadership level.

Evaluate Change Management Experience: Seek an HRBP with experience in driving change within organisations, including handling restructures, mergers, cultural shifts, or other transformation projects. Their ability to lead and manage change will be crucial to navigating growth and adaptation.

Strong Business Acumen: Ensure the HRBP has a solid understanding of the industry your business operates in, as well as key business drivers. They should be able to link HR practices to business outcomes and use data-driven insights to inform decisions.

Cultural Fit is Critical: Consider how well the candidate’s values and approach align with your company’s culture. An HRBP who understands and fits into your culture will be more effective in promoting employee engagement, retention, and overall team dynamics.

Assess Leadership and Coaching Skills: The ideal HRBP should be a strong leader and coach who can guide managers in developing their teams, improving performance, and fostering a positive work environment. Their ability to influence and inspire others is essential.

Diverse Skill Set: Look for candidates with a well-rounded skill set that includes expertise in talent management, organisational development, employee relations, and DEI (Diversity, Equity, and Inclusion). This versatility will allow them to address various challenges as they arise.

Consider Future Growth Needs: Hire with the future in mind, not just immediate needs. Look for an HRBP who has the potential to grow within the organisation and support your evolving workforce requirements as the business scales.

Currently interviewing an HR or People Business Partner? 

Click the button below to download a sample list of interview questions.

Similar roles recruited by Peeq

Here’s a selection of some of the successful HR and People Business Partner hires we’ve made at Peeq.

HR Business Partner

Senior People Partner

Senior HR Business Partner

Katie and Mark from Peeq are an amazing team, couldn't thank them or recommend them enough. We had a truly great experience, with them not only taking their time to understand our company's needs, who we are, and how we worked, but also delivering! Best recruiters hands down.
Angus Griffin
Business Owner
I've had the pleasure of collaborating with Mark and Katie on a number of people, workplace, and resilience initiatives. They are extremely experienced, highly client focused and a positive team. I find it inspiring to see the impact they're having in the HR and recruitment space. But this should be no surprise given their dedication to their clients and projects. I can't recommend them enough.
Cecilia Shandeva
Learning and Development Specialist
I’ve worked with Mark and Katie for a number of years and have always been impressed with their honesty, innovation and professionalism. It’s rare to find individuals who go above and beyond to collaborate and bring people together without any hidden agendas - they simply have a passion for what they do and deliver it beautifully! I can’t wait to work with them again in the future!
Charlotte Kao
Head of Talent and Performance
Katie and Mark. Building on the lifetimes expertise and commitment you both share to the profession at a corporate and an individual level I cannot wait to see the innovation you will bring to recruitment, HR consulting and candidate success. I look forward to working with you in your new venture.
Jeannine Mortlock
Managing Director
Mark has consistently delivered on a number of high profile recruitment projects for me. He understands the market, is incredibly well networked and is solutions oriented. Currently I am seeking a new role and Mark has given me some invaluable advice on increasing my personal activity on LinkedIn, as well as improving my personal profile. Thanks Mark for everything! Looking forward to working more together in the future.
Jo Bricoe
Group Head of Talent
Mark has consistently delivered on a number of high profile recruitment projects for me. He understands the market, is incredibly well networked and is solutions oriented. Currently I am seeking a new role and Mark has given me some invaluable advice on increasing my personal activity on LinkedIn, as well as improving my personal profile. Thanks Mark for everything! Looking forward to working more together in the future.
Jo-Anne Watermeyer
Leadership Coach
Peeq is certainly the people specialist team to watch! Having worked with Katie in the past I found her to be collaborative, innovative and a delight to interact with. Katie Barnicoat is a proficient and effective professional and I wish her every success with her new venture.
Jo-Anne Watermeyer
Leadership Coach
The team at Peeq excel at what they do and would be my go-to port of call for any HR talent acquisition needs. They always take the time to really understand not just my role(s) but my organisation's culture, and the way they manage candidates through the process is outstanding. I got to experience the innovative way they use media to showcase opportunities which clearly worked from an attraction point of view and helped to project our company culture and brand. A great partner for me and my business!!!
Lee Burrows
Chief People Officer
Having worked with Katie on HR projects I was very impressed as to the how professional and responsive Katie was. It was a pleasure to work with her and look forward to doing so again.
Paulette Bushay
Learning and OD Professional
I am a Chief People Officer with over 20 years’ experience in global roles, and I can honestly say that Mark at PEEQ is simply the best recruiter I’ve ever worked with. He manages to strike a rare balance of support and guidance for the client and the candidate. Mark has exceptional coaching skills, guiding his clients to get crystal clear on the skills and attributes they most need – whilst coaching the candidate throughout the process, empowering them to deliver their best. He expertly leads the recruitment journey, ensuring it is grounded in transparency, respect, inclusion, development and fairness. I would wholeheartedly recommend PEEQ – to business leaders and any candidate looking for their next role - the world needs more recruitment specialists like this.
Rudi Symons
Global Director of Inclusion and Diversity
I have been very impressed in all my dealings with PEEQ - most amount of value add I ever seen from a recruiter/head hunter agency - and you were a pleasure to work with to boot! Thanks for getting us there.
Thomas Granier
CEO
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