Regional HR Business Partner - North

About The Club Company

TCC is the UK’s leading owner and operator of premium country clubs, with a portfolio of outstanding golf, health & wellness and hospitality destinations across England.

Our clubs combine golf, health & wellness, accommodation, food & beverage, events and leisure to create welcoming destinations where members, guests and visitors can enjoy exceptional experiences.

Over recent years, we have continued to evolve through investment in our clubs, our people and our proposition, alongside a successful programme of organic growth and strategic acquisitions.

As we enter the next phase of our journey, our ambition is clear:
We believe our future success will be defined not simply by the quality of our facilities, but by the quality and consistency of the experiences we deliver every day –

those experiences are delivered by our People.

To inspire every team across TCC to deliver experiences that our members, guests and visitors genuinely remember, recommend and return for.

The Regional HR Business Partner (HRBP) is a commercially focused people leader responsible for partnering with our club teams to drive business performance through effective people strategies.

Working across a portfolio of clubs in the North region, the Regional HRBP will support leaders to improve productivity, increase workforce efficiency, strengthen management capability, and embed a high-performance culture that delivers exceptional member and guest experiences.

This role is defined by proactive business partnering to support a consistent and robust people strategy that directly contribute to operational performance, profitability and sustainable business growth.

Drive a culture of high performance and accountability across all clubs within the region.

Coach and challenge managers to address underperformance promptly and effectively.

Embed consistent performance review, objective-setting and development processes.

Support managers in setting meaningful individual and team performance goals aligned to business objectives.

Monitor performance trends and identify opportunities to improve productivity and service delivery.

Provide guidance on capability, punctuality and attendance management processes.

Support succession planning and talent development for key operational positions.

Analyse people data to identify opportunities for improved workforce productivity and operational efficiency.

Support initiatives that reduce absence, overtime, agency usage and labour cost inefficiencies.

Challenge existing working practices and recommend improvements that enhance service delivery while maintaining employee engagement.

Utilise workforce analytics to support informed decision-making and resource allocation.

Lead people-related aspects for improvement programmes and change initiatives.

Promote continuous improvement and people management excellence throughout the business.

Act as a trusted advisor to General Managers and Heads of Department.

Interpret people metrics and convert insights into practical actions that improve business performance.

Support achievement of regional revenue and profitability objectives through effective people interventions.

Conduct regular People & Performance Reviews with operational leaders.

Identify workforce risks and encourage operational leaders to develop action plans to mitigate their impact on club performance.

Influence and support leaders to improve employee engagement, retention and management capability.

Support workforce planning to ensure clubs have the right people, in the right roles, at the right time.

Improve recruitment quality, onboarding effectiveness and 90-day retention rates.

Build talent pipelines for critical operational roles.

Support internal progression and career development initiatives.

Ensure the operational leaders prepare workforce/succession plans to reflect changing business demands and seasonal requirements.

• Employee Turnover
• Vacancy Rates
• Time to Fill Vacancies
• 90-Day New Starter…