Ocado Group is looking for an experienced People Partner to drive the people strategy across our UK Group Operations business area, specifically supporting Finance, Legal, Business Integrity, and People streams. Reporting to the Regional People Partnering Manager,  you will leverage your ability to influence key business stakeholders and decision-makers to deliver commercially focused solutions. In our matrix operating model, you will act as a vital team player, balancing long-term initiatives - talent management, organizational design and change management - with a strong delivery bias to balance strategy with operational excellence to enhance the employee experience.

Accountabilities

• Working in collaboration with the Group Ops People Partnering Director to develop people initiatives with leaders/managers at all levels to address both immediate and long term objectives for the business.
• Partner with Department leaders, Directors, their teams and other key stakeholders in a proactive way to coach and advise them to understand and effectively implement People focused strategies, policies, procedures and best practice.
• Combine commercial focus with HR/People expertise to improve organisational effectiveness by delivering people initiatives and aligning People policies and procedures to support business strategy.
• Support the People Partnering Director with annual cycles (e.g. talent & performance reviews, pay reviews) across the employee life cycle and use data and insight to inform decision making.
• Work closely with specialists & partners in our People Centres of Expertise and drive the development and implementation of key products to support People Plans.
• Contribute to the wider UK team agenda through completion of ad-hoc projects focused on continuous improvement and compliance with UK legislation.
• Provide pragmatic and professional expertise and advice on People matters e.g Talent Development , Engagement, & Total Reward.
• Liaise with People Advisors for a wide range of employee relations cases, particularly performance management, disciplinary, grievance and appeals and other specific topics.
• Manage and facilitate transformation and change in terms of organisational structures and working practices.
• Manage and implement People projects and lead change initiatives, including implementing new tools and processes that will provide better support to stakeholders.
• Utilise employee data and trend analysis to lead, educate and work in partnership with line managers on People issues, e.g employment engagement and reducing turnover. Identify priority trends and advise management on action plans, options and solutions.

Essential skills

• Commercial Awareness: Deep understanding of business drivers and how People strategy directly impacts the bottom line and operational success.
• Change Management: Proven experience in designing and—more importantly—embedding change, ensuring organizational transitions are sustainable.
• Workforce Planning & Talent Management: Ability to proactively identify future talent gaps and build robust succession and development plans.
• Organisational Design: Experience in enhancing team effectiveness and structure to meet evolving business needs.

• UK Legislation / Employee Relations: Strong, up-to-date knowledge of UK employment law and its practical application to complex ER cases.
• Team Collaboration: Proven success working across complex matrix structures, collaborating with Centers of Excellence (COEs), Shared Services, and Talent Acquisition. A team player willing to support others, focusing on team efficiency and success.

• Stakeholder Management: Exceptional skill in building relationships and managing expectations across diverse groups of internal stakeholders.

• Proactive Ownership: A self-starter who identifies business priorities and acts on them independently without waiting for external direction.
• Decision-Making: Confident and independent decision-maker who can navigate ambiguity and take accountability for outcomes.
• Bias for delivery: focused on meeting deadlines, closing out projects, and ensuring HR initiatives lead to tangible results.
• Prioritisation: Proven ability to manage a heavy "business as usual" (BAU) workload alongside strategic projects.
• Data-Driven Insight: Comfortable using data to identify trends, anticipate business priorities, and make informed, evidence-based decisions.

• Compelling Storytelling: Ability to present complex information and data in clear, persuasive ways to stakeholders at all levels.
• Influencing & Negotiation: Excellent verbal and written communication skills with the ability to listen, persuade, and challenge upwards when necessary.
• Cultural Awareness: High level of emotional intelligence and cultural sensitivity when working across different teams or geographies.