HR Business Partner

Job Description:

Act as the principal People strategic advisor to senior leaders, using insight, business knowledge and external trends to shape workforce and organisational decisions.
Translate business strategy into a clear, actionable people plan aligned to the division's current and future needs.
Anticipate workforce challenges and proactively design long-term people solutions to build organisational capability.
Lead, coach, and develop a team of HR Managers and People Partners to deliver a high-quality, consistent partnering service.
Build a high-performing, inclusive People team culture focused on accountability, service excellence, and continuous improvement.
Provide thought leadership and escalation support on complex people matters.
Navigate the organisation's HR infrastructure including CoEs, Shared Services, Talent, Reward, HR Change, and ER Shared Services to secure the best outcomes for stakeholders.
Role-model how to operate effectively within a matrixed structure, ensuring clarity, alignment, and joined-up delivery.
Lead major people-related transformation projects across Technical Services.
Own the end-to-end delivery of assigned change initiatives from discovery and design through to implementation and adoption.
Ensure change programmes strengthen the Sector and technical talent pipeline, enhance mobility, and support operational excellence.
Shape organisational structures, role clarity, and workforce plans to deliver long-term strategic goals.
Lead organisational change initiatives, ensuring robust consultation, communication, and risk management.
Drive the talent and succession strategy across the population partnering with L&D/Talent CoEs. 2

Job Description Sector Senior People Partner Mitie Confidential
Strengthen leadership capability across their sector and the wider Technical Services.
Provide strategic oversight of people risk across the Sector, ensuring issues are identified early and handled consistently.
Leverage Shared Services and specialist ER support effectively, setting clear ways of working, expectations, and escalation routes to ensure timely, high‑quality outcomes.
Act as the senior escalation point only where there is material commercial or reputational risk, complex stakeholder considerations, or significant organisational impact (without taking ownership of day‑to‑day case management).
Review Shared Services insight and themes to identify systemic issues (e.g., leadership capability, hotspots, recurring patterns) and sponsor preventative interventions.
Build leader capability by coaching senior stakeholders on decision quality, risk management, and accountability for sustainable outcomes.
Use people analytics to identify trends and opportunities monitoring key people metrics and creating a culture of data-driven decision-making. Competencies
Strategic Thinking & Business Insight - Connects people strategy to commercial and operational priorities.
* Influencing & Stakeholder Leadership - Guides and challenges senior leaders effectively

GCS is acting as an Employment Business in relation to this vacancy