HR Business Partner (Arup Digital Products)

Arup; Birmingham; On-site; GBP 60,000 - 80,000; Full time

Job summary

A global engineering firm is seeking an HR Business Partner to join their Digital Products team in Birmingham. This role focuses on strategic HR management, talent acquisition, and organizational change to support rapid growth. The ideal candidate will have significant experience across several HR disciplines, particularly in a software or technology context. The role offers opportunities for flexible working and a competitive total rewards package.

Benefits

Private medical insurance

Life assurance

Accident insurance

Income protection cover

Flexible benefits

Qualifications

• Deep experience in at least 2-3 HR disciplines, including talent acquisition.
• Experience in Mergers and Acquisitions.
• Experience in managing organizational change in a growth context.

Responsibilities

• Act as a strategic partner to senior leadership in aligning HR strategies.
• Drive recruitment efforts for product-related roles in India and the UK.
• Develop and execute strategies for organizational capacity building.

Skills

Human Resources Management

Talent Acquisition

Leadership Development

Organizational Change

Performance Management

Job description

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HR Business Partner (Arup Digital Products), Birmingham

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Client:

Arup

Location:

Birmingham, United Kingdom

Job Category:

Other

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EU work permit required:

Yes

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Job Reference:

482becd8e115

Job Views:

3

Posted:

12.08.2025

Expiry Date:

26.09.2025

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Job Description:

Joining Arup

Arup’s purpose, shared values and collaborative approach has set us apart for over 75 years, guiding how we shape a better world.

This is an exciting opportunity to join our new global software company, Arup Digital Products (ADP), which is embarking on an ambitious growth agenda.The role is critical in building our capacity and capability to develop new products and supporting overall organisational development. The People Partner will play a pivotal role in scaling operations, particularly in India and the UK, where most product-related roles will be based and developing new people processes to support the growth of the business. ADP must also build out a significant software sales function, particularly in our growth markets of the US, India and China. The HR Business Partner (People Partner) will have a significant role in shaping this function for future success, and growing the leadership to evolve the business successfully. We would consider someone undertaking the role on a part time basis.

Watch this short clip to discover how Arup are shaping a better world and how you could be a part of it!

The Opportunity

Arup Digital Products is a newly established, wholly Arup owned group of companies for commercialising digital products on behalf of Arup, it operates globally, has approximately 100 staff in the UK, India, China, US and Japan.

Arup Digital Products operates outside of Arup’s regional structure, however leverages the mature people practices of the Arup business where appropriate for both efficiency and best practice. It will grow significantly in its first 3 years, such that it has the capacity to develop new products and bring them to market. It will align with the software industry in the way it operates, measures performance and manages staff. It will, for instance, further build out its software sales capability and use industry standard ways of managing and rewarding sales staff.

You will work with the ADP leadership team to deliver the business strategy. You will be responsible for developing and delivering the people strategy and ensuring global compliance in the jurisdictions in which we operate. In addition to the normal business partner responsibilities, the following are early stage people related priorities for the new company:

Successfully contractually second current staff to new companies, providing choice and a compelling proposition for staff to move towards

Establish the new trading companies as employing entities for new staff, develop compliant approach for recruitment into other countries

Develop employee value proposition which is attractive and retains those recruited

Develop strategy for significant headcount growth (potentially ~50% in under 2 years) to consider including leadership requirements, priorities for immediate income growth, priorities for future growth and income diversification, ability of the organization to accommodate growth and successfully on-board staff to meet current and future needs.

Establishing appropriate corporate governance and leadership structure that ensures we can deliver at pace

Design and roll out variable pay approach / incentive scheme for sales staff which may need to consider existing Arup arrangements

Review the following with respect to the software industry and, where appropriate, develop proposal for alignment: compensation for non-sales staff, job architecture (incl organizational structure and job titles), performance management and development approach (incl appraisal process, training opportunities and development pathways), international mobility, inclusion and belonging, graduate and apprenticeship scheme

Manage all employee relations matters, maintaining our intention to be “employee owned” in our approach

Key Responsibilities

Strategic HR Management: act as a strategic partner to senior leadership, aligning HR strategies with business objectives to support rapid growth. Identify support required to deliver People Strategy, secure and manage this as appropriate

Leadership development and succession:Support the succession planning and development for the leadership team, enabling the leadership team to successfully transition to the new roles.

Talent Acquisition: Drive recruitment efforts for product-related roles in India and the UK, ensuring we attract top talent to fuel our innovation and development goals.

Sales Recruitment and Incentive Design: Lead recruitment efforts for salespeople in high-growth markets, including the US, India, and China. Design and implement competitive incentive plans to motivate and retain sales talent in these regions.

Capacity Building: Develop and execute strategies to build out organizational capacity for new product development, including workforce planning and development initiatives.

Employee Engagement: maximise the opportunity presented by the transition to create a positive and inclusive work environment that encourages high performance, global collaboration, and innovation.

Performance Management: Implement and maintain an effective global performance management systems to support employee development.#

At Arup, you belong to an extraordinary collective – in which we encourage individuality to thrive. Our strength comes from how we respect, allocate, and unite our diverse experiences, perspectives and ideas.

You will have the opportunity do socially useful work that has meaning – to Arup, to your career, to our members and to the clients and communities we serve.

Is this role right for you?

We are looking for people who are:

A seasoned HR professional with deep experience in at least 2-3 disciplines including talent acquisition.

Experienced in dealing with Mergers and Acquisitions

Comfortable working independently and directly with leadership, whilst maintaining collaborative ways of working with the global HR team.

Experienced in working globally across different countries and cultures

Experienced in managing organisational change, ideally in a growth context with the opportunity to shape culture and ways of working

Experienced within the software or technology sector

What we offer you:

At Arup, we care about each member’s success, so we can grow together.

Guided by our values, we provide an attractive total reward package that recognizes the contribution of each of our members to our shared success. As well as competitive, fair and equitable pay, we offer a career in which all of our members can belong, grow and thrive – through benefits that support health and wellbeing, a wide range of learning opportunities and many possibilities to have an impact through the work they do.

We are owned in trust on behalf of our members, giving us the freedom, with personal responsibility, to set our own direction and choose work that aligns with our purpose and adds to Arup’s legacy. Our members collaborate on ambitious projects to deliver remarkable outcomes for our clients and communities. Profit Share is a key part of our reward, enabling members to share in the results of our collective efforts.

We also provide Private medical insurance, Life assurance, Accident insurance and Income protection cover. In addition, you’ll have access to flexible benefitsto help you look after all aspects of your wellbeing and give you the freedom and flexibility to find the best solutions for you, your family, and your individual needs.

Different People, Shared Values

Arup is an equal opportunity employer that actively promotes and nurtures a diverse and inclusive workforce. We welcome applications from individuals of all backgrounds, regardless of age (within legal limits), gender identity orexpression, marital status, disability, neurotype or mental health, race or ethnicity, faith or belief, sexual orientation, socioeconomic background, and whether you’re pregnant or on family leave. We are an open environment thatembraces diverse experiences, perspectives, and ideas – this drives our excellence.

Our Application Process

Stay safe online – Arup will never ask for your bank details as part of our recruitment process.

Recruitment Agencies – We have a Preferred Supplier List of trusted partners to assist us when required and do not acknowledge any speculative CVs or unsolicited candidate introductions from agencies not on the list.

Closing Date: 22nd August - We may close the role earlier than the advertised date should we receive a large number of applications, so please ensure you apply early.