Senior HR Business Partner

Reporting to the HR Director, The Senior HR Business Partner is a trusted advisor to business leaders, providing strategic and operational HR support across the UK, Netherlands and other international locations. 

Operating within a complex international environment, the Senior HR Business Partner provides expert guidance on employee relations, workforce planning, organisational design, talent management, leadership development and employment legislation across multiple jurisdictions. The role balances business priorities with employee engagement while ensuring compliance with local legal and regulatory 
requirements. 

Working closely with senior leaders, the role is responsible for aligning people strategies with business objectives, ensuring the organisation has the capability, structure and talent required to deliver its goals. The position plays a key role in driving organisational performance, supporting business growth, leading change initiatives and fostering a high-performing, inclusive culture.

Major Responsibilities: 

Strategic Business Partnering

• Partner with senior leaders to understand business priorities and develop people strategies that support organisational objectives.
• Act as a trusted advisor and coach to managers on people-related matters, organisational effectiveness and leadership capability.
• Use workforce data, trends and insights to support business decision-making and improve organisational performance.
• Identify people-related risks and develop practical solutions that support business continuity and growth.
• Contribute to the development and implementation of regional and global HR initiatives.
• International HR Support
• Provide HR support across the UK, Netherlands and other international locations, ensuring consistency whilst recognising local legal and cultural requirements.
• Advise managers on employment legislation, employee relations matters, policy application and best practice across multiple jurisdictions.
• Support international assignments, relocations, business travel and workforce mobility activities.
• Work with local stakeholders and external advisors to ensure compliance with country-specific employment requirements.
• Support the integration and implementation of global HR policies, processes and programmes

Organisational Development and Change

• Lead and support organisational change initiatives, restructures, workforce transitions and business transformation projects.
• Provide guidance and support during acquisitions, integrations and organisational redesign activities where required.
• Develop change management plans that promote employee engagement and successful business outcomes.
• Support leaders through periods of organisational growth and change.
• Talent, Succession and Workforce Planning
• Partner with leaders to identify current and future workforce requirements.
• Lead workforce planning activities to ensure the organisation has the right skills, capability and capacity to meet business objectives.
• Support succession planning and talent management processes for key and critical roles.
• Identify capability gaps and develop strategies to attract, retain and develop talent.
• Support career development and internal mobility initiatives across the business.

Employee Relations

• Lead complex employee relations matters, including disciplinary, grievance, capability, absence management and performance cases.
• Provide expert advice to managers on risk-based decision-making and employment legislation.
• Manage sensitive and high-risk cases, ensuring fair and consistent outcomes.
• Support positive employee relations and the resolution of workplace issues.
• Leadership Development
• Coach and support managers in developing effective leadership skills and people management capability.
• Promote a culture of accountability, continuous improvement and employee engagement.
• Support leadership development initiatives and performance management processes.

HR Operations and Governance

• Ensure HR policies, procedures and practices are applied consistently and in line with legal requirements.
• Support audits, compliance activities and governance requirements as required.
• Contribute to the continuous improvement of HR systems, processes and reporting.
• Ensure employee data is maintained accurately and confidentially.

Health, Safety, and Environmental Responsibilities:

• All employees have a duty to take care of their own health and safety and that of others affected by their actions at work.
• Employees must conduct assigned tasks and duties in a safe manner, in accordance with instructions, and comply with all Health, Safety & Environmental rules, policy, procedures, regulations and codes of practice.
• Employees must co-operate with management and co-workers to help everyone meet their legal obligations.
• Employees must follow any instructions or health, safety & environmental training provided by the company and report any hazards, injuries or ill health that present a serious and imminent risk and inform your line manager about any shortcomings you identify within your health and safety arrangements

Job Specific Education Required

Essential:

• CIPD Level 7 qualification or equivalent experience. 
• Degree qualified or equivalent professional experience.

Work Experience Required

Essential:

• Significant HR Business Partner experience within a multinational organisation. 
• Proven experience supporting leaders and employees across multiple countries and jurisdictions. 
• Experience supporting business operations across Europe, including the Netherlands. 
• Demonstrable experience partnering with senior leaders and influencing business decisions. 
• Experience leading organisational change initiatives, restructures and business transformation projects. 
• Strong employee relations experience, including managing complex and high-risk cases. 
• Experience in workforce planning, succession planning and talent management. 
• Experience developing and implementing HR policies, processes and people initiatives. 
• Experience analysing people data and using insights to support business decision-making. 
• Experience working within a fast-paced, commercially focused environment.

Skills & Knowledge Required

Essential:

• Strong knowledge of UK employment legislation and HR best practice. 
• Working knowledge of employment legislation and HR practices across international locations, particularly within Europe. 
• Excellent stakeholder management and relationship-building skills. 
• Strong coaching and influencing skills with the ability to challenge constructively. 
• Commercial awareness with the ability to align people strategies to business objectives. 
• Excellent communication and interpersonal skills. 
• Ability to manage multiple priorities and work effectively in a fast-paced environment. 
• Strong problem-solving and decision-making skills. 
• Ability to interpret and analyse workforce data to identify trends and support business planning. 
• High level of professionalism, discretion and confidentiality.

Desirable:

• Knowledge of Dutch employment practices and wider European employment frameworks.

The requirement to travel: Ad-hoc business travel