HR Business Partner​/Change Lead - FTC

Position: HR Business Partner / Change Lead - 12 mth FTC
The Organisation A major UK employer which is grounded in strong organisational values and a collaborative culture. It has a large and varied workforce and a reputation for progressive, people‑centred practices. This is an organisation with sustainability, Inclusion and Wellbeing high on the agenda. It offers flexible working, family‑friendly policies, wellbeing programmes, financial wellbeing tools, sustainable travel options and strong development and recognition schemes.

Employees' feedback highlights a positive culture, work‑life balance and meaningful role.

The Role HRBP / HR Change Partner / People Change Specialist, 12 month FTC, to £53k pa  range of benefits, Exeter, hybrid. This is a post with a focus on reshaping the structure for efficiencies, i.e. the consultation process to allow the permanent HR team members to focus on the BAU. We’re looking for a skilled HR Business Partner to play a pivotal role in a large&x201 1;scale

organisational change and redundancy programme. This role is central to ensuring fair, transparent and well‑managed change processes—working closely with senior leaders to guide redundancy consultations, support complex staffing decisions, and deliver clear, consistent HR advice throughout periods of transformation. You’ll act as a trusted adviser, supporting change, including restructuring, role redesign and succession planning. This is an excellent opportunity for an HR professional experienced in organisational change who can bring credibility, resilience and strong stakeholder management to a challenging and rewarding programme of work.

We’re looking for a confident, hands‑on HR professional with strong operational experience to support organisational change initiatives. If you’re comfortable guiding managers through restructures, consultations, and complex people-change activity, this role offers the opportunity to ma ke a real impact.

What you’ll be doing :
Working on restructuring and organisational change, providing end‑to‑end support and advice. Handling consultation queries, acting as a knowledgeable and approachable point of contact for employees and managers. Partnering closely with Central Communications, who will lead on core comms drafting. Once messages are issued centrally, you’ll take ownership of local delivery and tailoring, ensuring clarity and consistency. Managing stakeholder expectations, gathering feedback, navigating differing viewpoints, and maintaining strong relationships throughout the change process.

What this role is not No employee relations casework – this is picked up by a dedicated ER team. Your focus will be exclusively on change, restructuring, and consultation activity. This is an opportunity to be at the heart of major change programmes that will shape the future of the organisation. The Right Person:
This requires an experienced HR professional who has supported redundancy programmes before. Strong HR background coupled with hands‑on experience in organisational change. Confident working with a range of stakeholders and tight timelines. People-centric and skilled communicator - both verbal and written. Practical, organised, and able to work  you’re driven by impact, excited by collaboration and motivated by the chance to help an organisation evolve, this role offers the perfect platform to shine.

The Benefits:
This is a people‑first organisation that genuinely invests in its workforce. HR professionals are empowered to influence meaningful change, shape long‑term strategy, and thrive in a culture built on trust, expertise, and continuous development. Competitive salary and benefits package Strong employer pension contributions Generous annual leave and flexible working options Comprehensive wellbeing support Robust training and development Inclusive, collaborative culture where HR is a strategic partner Opportunities to influence organisation‑wide change If this opportunity is of interest, and you have a solid track record in HR, please apply asap.

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