HR Business Partner

Looking for a challenge in one of the world’s largest airfreight logistics organisations?

At IAG Cargo we are in the business of moving things. From antibiotics to groundbreaking tech, gold bullion to avocados and everything in between. We move cargo that positively impacts society worldwide. Whatever people need, wherever they are. At IAG Cargo we open the skies and fly the world to bring people the things they really need.

We are the logistics and cargo brand of International Airlines Group (Aer Lingus, British Airways, Iberia, Level and Vueling). Powered by five airlines, our reach is truly global – but it’s the impact we make that defines us. At IAG Cargo, we believe in keeping the world’s economies turning, and do everything with determined attitudes, curious minds, collaborative actions and heartfelt pride.

Join us at our globally recognised logistics business, that is Trusted to Deliver.

The HR Business Partner advises senior leaders across an international business, translating strategy into integrated people, organisation and workforce plans. The role leads organisational design and change, talent and succession, performance and reward, employee relations and workforce insight across countries and business areas.

The role challenges and governs people decisions, leads complex international transformation and consultation, and works across HR, Reward, Talent, Legal and local specialist teams to deliver consistent, sustainable outcomes and a positive employee experience.

The HR Business Partner builds trusted relationships across cultures, countries and time zones, understands varied commercial, operational and regulatory contexts, and balances global consistency with local requirements. The role is solutions-focused, evidence-led and accountable for delivery.

• Translate business priorities into people, organisation and capability plans aligned with the IAG Cargo People strategy.
• Build trusted relationships and lead on complex or strategic people matters.
• Use external insight and HR best practice to improve decisions and organisational effectiveness.

• Lead and govern organisational design and people change from rationale and impact assessment through consultation and implementation.
• Ensure change follows agreed governance with input from Finance, Legal, Reward and other stakeholders.
• Advise leaders on change delivery, communications, consultation, risk and consistent people processes.

• Oversee complex employee relations matters, including grievances, discipline, capability, absence, settlements, redundancy and termination.
• Coach leaders to resolve people issues appropriately, strengthen capability and support wellbeing.

• Partner with Reward, Finance and leaders on pay, bonus, job evaluation and remuneration decisions.
• Oversee annual pay and bonus cycles, including validation, exceptions, calibration, communications and sign-off.

• Lead performance management and calibration, ensuring clear objectives, evidence-based assessments and consistent outcomes.
• Partner with Learning, Talent and Performance to build leadership, skills and capability.

• Use people data to identify trends, risks and opportunities and recommend action.
• Support leadership reporting on workforce and people priorities.
• Test assumptions, identify root causes and inform evidence-based workforce decisions.
• Promote accurate, confidential and clearly owned workforce data.

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