HR Business Partner – AR

Job Details

HR Business Partner (Organisational Change & Transformation)

Purpose of the Role

Lead and deliver strategic HR support for organisational change, workforce transformation, and service redesign initiatives. Act as the specialist adviser on organisational development, restructuring, TUPE transfers, and change management, ensuring that business objectives are achieved while maintaining compliance with employment legislation and best practice.

Key Responsibilities

  • Lead the HR delivery of organisational change programmes, restructures, service redesigns, outsourcing initiatives, and workforce transformation projects across multiple service areas.
  • Provide expert advice on change management principles, organisational design, workforce planning, redundancy processes, and TUPE regulations.
  • Partner with senior leaders and managers to develop and implement organisational redesign plans that improve service delivery, operational effectiveness, and value for money.
  • Project manage the people-related aspects of transformation programmes, ensuring effective planning, risk management, stakeholder engagement, and successful implementation.
  • Identify and mitigate employment, operational, and reputational risks associated with organisational change initiatives.
  • Build strong relationships with managers, employees, trade unions, and key stakeholders to support consultation, negotiation, and successful change outcomes.
  • Represent HR at formal hearings, appeals, and consultation meetings, providing professional guidance and ensuring procedural compliance.
  • Coach and support managers on employee performance, absence management, employee relations, career development, and leadership during periods of change.
  • Collaborate with Organisational Development and HR colleagues to deliver integrated people solutions that support organisational objectives.
  • Analyse workforce trends, organisational structures, and business processes to identify opportunities for improvement and increased efficiency.
  • Contribute to the development and implementation of strategic workforce and HR plans that align with organisational priorities.
  • Deliver presentations, training sessions, workshops, and briefings to managers and stakeholders on change management and people-related matters.

Key Skills and Expertise

  • Organisational design and restructuring
  • Change management and transformation
  • Workforce planning
  • TUPE and employment legislation
  • Trade union consultation and negotiation
  • Stakeholder management and influencing
  • Project and programme management
  • Employee relations and case management
  • Leadership coaching and manager development
  • Risk assessment and problem solving
  • Data analysis and workforce insights
  • Report writing and presentation skills

Leadership Responsibilities

  • Provide leadership, guidance, and support to HR team members.
  • Support the development of HR advisers and administrative staff.
  • Promote a collaborative, customer-focused, and solutions-driven HR service.

Qualifications and Professional Development

  • Degree-level qualification or equivalent professional experience.
  • CIPD qualified or working towards CIPD membership.
  • Evidence of continuous professional development.
  • Additional management or organisational development qualifications desirable.

Typical Outcomes

  • Successful delivery of organisational change programmes.
  • Improved organisational effectiveness and workforce performance.
  • Reduced organisational risk during transformation initiatives.
  • Positive employee and stakeholder engagement throughout change processes.
  • Sustainable workforce solutions aligned to strategic business objectives.