Regional Business Partner; Belt

Our client is a leading professional services group undergoing continued growth and organisational evolution. With a strong market presence and an ambitious leadership team, the firm is investing in a more progressive, aligned, and commercially focused people function.

As Regional Business Partner, you will play a central role in shaping and delivering the people strategy across multiple business units. Acting as a trusted adviser to senior leadership, you will influence organisational priorities, drive cultural cohesion, and ensure that people initiatives directly support commercial outcomes. This is a visible and strategic position, ideal for a seasoned HR partner who thrives in a fast‑paced, complex, and relationship‑driven environment.

About the role:

• Lead the HR agenda for assigned business units, ensuring alignment between people strategy, organisational objectives, and financial performance.
• Partner with Business Unit Heads on workforce planning, leadership capability, organisational design, and long‑term talent needs.
• Drive organisational development and change programmes, including integration activity and post‑acquisition people initiatives.
• Oversee sensitive and complex employee relations matters, ensuring fair, consistent, and legally compliant outcomes.
• Interpret people data and metrics to inform decision‑making and shape forward‑looking people plans.
• Contribute to the design and implementation of people programmes, leadership development initiatives, and manager capability frameworks.
• Act as a senior point of escalation for leaders, offering expert counsel on culture, performance, and organisational effectiveness.

About you:

• Significant experience as an HR Business Partner within professional services or an equivalently complex, fast‑paced environment.
• Strong track record influencing senior stakeholders and providing strategic people leadership across multiple business areas.
• Demonstrable experience in organisational development, large‑scale change programmes, and workforce planning.
• Experience supporting post‑acquisition HR integration and organisational restructuring.
• Deep knowledge of UK employment legislation and proven ability to oversee complex ER matters.
• Commercially minded, analytical, and confident using data to shape recommendations.
• Exceptional communication skills, with the ability to challenge, support, and influence senior leadership.