Assistant People & Change Partner

Future of London; Greater London; On-site; GBP 35,000 - 42,000; Full time

Benefits offered by this job

Final salary pension

Free TfL travel

Rail travel 75% reimbursement

30 days annual leave

Hybrid working

Private healthcare (optional)

Cycle-to-work

Eurostar travel discount

Job summary

Future of London is seeking an Assistant People and Change Partner to support business-led change projects, shape local people plans, and drive colleague strategy initiatives across TfL. The role sits within our updated operating model and offers a hybrid working pattern.

You will work across three areas—People Business Partnering, People and Change Implementation—producing insightful analysis, supporting workshops, and embedding operating model change across business units.

Qualifications

• Strong communication and analytical skills.
• A proactive, flexible approach.
• A genuine interest in developing a broad people and change skillset.

Responsibilities

• Producing insightful analysis and documentation
• Supporting workshops and stakeholder engagement
• Assisting with designing and delivering operating model change projects
• Planning and embedding change within business areas
• Supporting the Business Partnering team to deliver priorities and activities as part of their business unit’s people strategy and HR BAU deliverables

Skills

Strong communication and analytical

Proactive

Flexible

Job description

Role - Assistant People and Change Partner

Salary – Circa £38,500 depending on skills, knowledge and experience

Band - 2

Contract Type - 12 months FTC ( fixed term contract) with permanency possible

Location - Southwark (London)- with travel across the Transport for London Network as required/Hybrid

Hybrid working within this role enables a balance of 50 per cent of time split between the office and home over a 4-week period. Hybrid working arrangements can evolve subject to business requirements.

Role Overview

We’re looking for passionate colleagues to step into a brand-new role that sits at the heart of our updated People and Change operating model. This is your chance to make a real impact—supporting business-led change projects, shaping local people plans, and driving colleague strategy initiatives across TfL.

As an Assistant People and Change Partner, you’ll play a key role in delivering our people and change priorities. From HR and ER support to embedding new ways of working, you’ll help us create a consistent, high-quality service for the business.

What makes this role unique?

It’s an assignment-based opportunity that rotates across three dynamic areas:

People Business Partnering

People and Change Implementation

This means you’ll gain broad exposure, build versatile skills, and work alongside colleagues and teams such as Employee Relations, Finance, Legal, and Comms. You’ll be hands‑on with:

Producing insightful analysis and documentation

Supporting workshops and stakeholder engagement

Assisting with designing and delivering operating model change projects

Planning and embedding change within business areas

Supporting the Business Partnering team to deliver priorities and activities as part of their business unit’s people strategy and HR BAU deliverables

Why apply?

Be part of a supportive, collaborative community committed to continuous development

Develop your expertise in a complex, unionised organisation

Build a strong foundation for a future career in People and Change

We’re looking for colleagues with:

Strong communication and analytical skills

A proactive, flexible approach

A genuine interest in developing a broad people and change skillset

Equality, diversity, and inclusion

We are committed to equality, diversity and inclusion and aim to reflect the diverse communities we serve. We believe that a diverse workforce enables us to deliver better services and outcomes. Our goal is to make our recruitment as inclusive as possible. As a Disability Confident Leader, we actively encourage applications from disabled people. As part of the Disability Confident scheme, we aim to offer an assessment or interview to candidates who apply via the scheme where the minimum essential criteria for skills, knowledge and experience has been met. In some circumstances, it may not be practical to offer an interview or assessment to every candidate who applies through the scheme and meet the minimum essential criteria; in these situations, we select candidates who best meet the minimum criteria for the job rather than interviewing all who meet them.

Across all recruitment activity, we recognise that selection methods may vary depending on the nature and scale of the campaign and will be applied fairly, consistently and proportionately in line with our Disability Confident commitments.

All offers of employment are subject to satisfactory right‑to‑work checks. Candidates must be able to demonstrate their right to work in the UK. At the present time TfL is unable to offer visa sponsorship for this role.

Vetting Process

At Transport for London, safety, trust and fairness sit at the heart of how we recruit. Our Vetting Charter (https://tfl.gov.uk/corporate/careers/our-vetting-process) explains the checks we carry out before you join us, helping ensure we create a safe, inclusive and reliable network for everyone who depends on our services. We simply ask that the information you provide is honest and accurate so we can progress your application smoothly. If something doesn’t match or can’t be verified, we may not be able to move forward with your application, but we’ll always treat you with transparency, respect, and clear communication throughout.

In return for your commitment and expertise, you will enjoy excellent benefits and scope to grow. Rewards vary according to the level of role but mostly include the below:

• Final salary pension scheme
• Free travel for you on the TfL network
• Reimbursement of 75% of the cost of a standard class Ticket for National Rail travel from home
• 30 days annual leave plus public and bank holidays
• TfL is committed to work-life balance, operating a hybrid working approach where business and role requirements allow
• Private healthcare discounted scheme (optional)
• Tax-efficient cycle-to-work programme
• Retail, health, leisure and travel offers
• Discounted Eurostar travel