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
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
- Experience: 3 years in HR roles, specialising in employee relations
- Industry Background: Technology
- Education: Bachelor’s Degree in Human Resource Management
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
- Experience: 6 years in HR, with 4 years as an HR Business Partner
- Industry Background: Financial Services
- Education: CIPD Level 7 Advanced Diploma in Human Resource Management
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
- Experience: 10+ years in HR, with 7 years as a Senior HR Business Partner
- Industry Background: Healthcare
- Education: Master's in Human Resources, Chartered Member of CIPD (MCIPD)
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.
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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:
- Reports to Senior HR Leadership: HR Business Partners typically report to the Head of HR, HR Director, or Chief People Officer, aligning their work with the overall HR strategy.
- Partners with Business Leaders: They work closely with department heads and senior management, acting as trusted advisors to drive HR initiatives that support business goals.
- Collaborates Across HR Functions: HRBPs often collaborate with other HR teams and may supervise junior HR staff, ensuring seamless execution of HR activities within the organisation.
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.
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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
- Company: Ebiquity
- Industry: Advertising Services
- Headcount: 650+ employees
- Headquarters: London
Senior People Partner
- Company: Checkout.com
- Industry: Financial Services
- Headcount: 1,500+ employees
- Headquarters: London
Senior HR Business Partner
- Company: CityFibre
- Industry: Telecommunications
- Headcount: 1,500+ employees
- Headquarters: London
Business Owner
Learning and Development Specialist
Head of Talent and Performance
Managing Director
Group Head of Talent
Leadership Coach
Leadership Coach
Chief People Officer
Learning and OD Professional
Global Director of Inclusion and Diversity
CEO
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