We're seeking an experienced and commercially minded Senior HR Business Partner to join our growing HR team in a newly created role. Working closely with Partners and senior stakeholders, you'll be a trusted adviser on strategic people matters, helping to drive organisational performance, develop future talent and support the delivery of the firm's long-term ambitions.

This is an opportunity to move beyond traditional HR partnering. You'll play a key role in shaping workforce plans, leading complex people initiatives, influencing business decisions through data and insight, and driving meaningful change across the firm. You'll be confident building credibility at a senior level, constructively challenging where needed, and balancing strategic thinking with practical delivery

Key Responsibilities

Strategic Business Partnering

• Partner with senior leaders to understand business objectives, workforce requirements and people risks.
• Develop and deliver people plans aligned to commercial and operational priorities.
• Use people data and insight to influence decision-making and identify opportunities for improvement.
• Coach and support leaders to strengthen their people management capabilities.
• Identify emerging workforce risks and make proactive recommendations.

Talent, Workforce Planning & Succession

• Lead workforce planning discussions to ensure capability aligns with current and future demand.
• Facilitate talent and succession planning activities across designated business areas.
• Support fair and evidence-based promotion, progression and performance decisions.
• Work alongside Talent Acquisition, Early Careers and Learning & Development teams to strengthen talent pipelines.
• Use workforce data to identify trends and recommend retention and development strategies.

Employee Relations & Change

• Lead complex and sensitive employee relations matters.
• Provide pragmatic advice on employment law, policy and people risk.
• Support restructures, organisational change initiatives and integration activities.
• Analyse people trends and recommend preventative solutions to improve outcomes and reduce risk.

Leadership & Wider Contribution

• Coach and support HR colleagues, sharing expertise and best practice.
• Lead cross-firm HR projects and improvement initiatives.
• Contribute to the development of HR policies, processes and service standards.
• Deputise for the Head of HR when required.