Human Resources Business Partner

Ashley Kate HR & Finance; Greater London; Hybrid; GBP 54,000 - 66,000; Full time

Job summary

A London-based HR Business Partner role is available on a hybrid pattern (3 days in the office, 2 days at home) for a hands-on professional who enjoys delivering practical HR support. The role covers the full employee lifecycle for a population of around 150 people and requires close collaboration with senior stakeholders.

The ideal candidate will have solid generalist HR and ER experience, know UK employment law well, and be comfortable operating with autonomy in a busy SME environment.

Qualifications

• Minimum HRBP level with ownership of a business area.
• UK employment law knowledge essential.
• Experience partnering with senior leaders and managers.
• Willing to roll up sleeves in a standalone/SME HR role.
• CIPD Level 5 or equivalent is preferred.

Responsibilities

• Act as the main day-to-day HR contact for your business area.
• Partner with senior leaders, Business Heads and managers.
• Manage ER cases and provide practical UK employment law advice.
• Coach managers with varying levels of experience.
• Support recruitment from vacancy through onboarding.
• Drive performance, talent, succession and development activity.
• Identify trends across absence, attendance, turnover, ER and performance.
• Support engagement and wider people initiatives.
• Review and improve HR processes.
• Use HR data to identify potential people issues before they escalate.
• Handle HR administration and letter drafting as needed.

Skills

HRBP experience

ER experience

UK employment law

Senior stakeholder partnering

Talent & engagement exposure

L&D exposure

CIPD Level 5

Collaborative approach

Busy environment adaptability

Education

CIPD Level 5 or equivalent

Job description

HR Business Partner | Tower Hill | Hybrid | up to 60K | Professional Services

Are you an HR Business Partner who still genuinely enjoys doing HR, rather than simply advising from the sidelines?

We're recruiting for a broad, hands-on HRBP role supporting a London-based employee population of around 150 people. This is a fantastic opportunity for someone who enjoys being close to the business, building strong relationships with senior leaders and managers, and taking ownership of the full employee lifecycle.

This isn't a heavily strategic HRBP role, the real focus will be taking the people strategy and making it happen across the business.

What you'll be doing:

• Acting as the main day-to-day HR contact for your business area.
• Partnering with senior leaders, Business Heads and managers.
• Managing ER cases and providing practical UK employment law advice.
• Coaching managers with varying levels of experience and capability.
• Supporting recruitment from vacancy through to onboarding.
• Driving performance, talent, succession and development activity.
• Identifying trends across absence, attendance, turnover, ER and performance.
• Supporting engagement and wider people initiatives.
• Reviewing and improving HR processes.
• Using HR data to identify potential people issues before they escape.
• Getting involved in the practical detail – whether that's drafting formal letters, arranging interviews, updating systems or completing HR administration.

Who we're looking for:

You’ll already be operating at HRBP level, or in a broad generalist position where you’ve had genuine ownership of a business area.

You need to be comfortable switching between a senior stakeholder conversation and the operational detail that comes afterwards. There isn’t a team underneath you to pass the administration to, so we’re looking for someone who is happy to roll their sleeves up and get things done.

You could be particularly well suited if you’ve worked in a standalone HR role or within an SME environment where you’ve been used to covering the full breadth of HR.

You’ll bring:

• Strong generalist HR and ER experience.
• Good UK employment law knowledge.
• Experience partnering confidently with senior stakeholders.
• A proactive approach – spotting issues rather than waiting for them to land.
• Exposure to talent, L&D, engagement and succession.
• CIPD Level 5 or working towards it.
• A collaborative, flexible and solutions-focused approach.
• The ability to work comfortably in a busy environment where priorities can change quickly.

Most importantly, ego needs to be left at the door. The HR team works incredibly closely together, everyone gets involved, and there is very little "that's not my job" thinking.

Working pattern:

Hybrid – 3 days office / 2 days home