Interim HR Business Partner -Change

Morgan Law; City Of London; Hybrid; GBP 60,000 - 80,000; Full time

Job summary

A national charity is seeking an Interim HR Business Partner to lead organizational change in London. The role requires a strong focus on Employee Relations, managing complex change projects, and providing expert guidance. Applicants should have a proven track record in change management and stakeholder engagement. This position offers a hybrid work model with two days in the office and an ASAP start.

Qualifications

• Proven experience in managing change projects with people impact.
• Strong understanding of employment law and compliance.
• Ability to provide practical guidance on complex ER issues.

Responsibilities

• Lead change projects focusing on people impact and engagement.
• Own consultations, ensuring compliance with employment policies.
• Navigate complex Employee Relations issues during change programs.

Skills

Employee Relations expertise

Change management

Stakeholder engagement

Consultation management

Job description

Overview

We are recruiting for an Interim HR Business Partner – Change for a national charity based in London. This role is for an ASAP start and in terms of hybrid requires two days presence in the office minimum.

In this role you’ll be a key driver of organisational change, working closely with People Business Partners, the Transformation Office, and Communications teams. You’ll lead the full lifecycle of structural change, with a particular focus on Employee Relations—ensuring that all people impacts are well-managed, risks are mitigated, and our values are upheld.

Key Responsibilities

• Lead change projects with a focus on people impact, engagement, and alignment with our culture.
• Own and manage consultations, providing expert Employee Relations advice and ensuring compliance with employment law and internal policies.
• Navigate complex ER issues during change programmes, offering clear, practical guidance to stakeholders and supporting fair, transparent outcomes.
• Manage the full lifecycle of structural change, including planning, consultation, and administration.
• Collaborate with communications teams to ensure change messages are joined up, authentic, and aligned.
• Support organisational design and development using best practice methodologies.
• Improve internal processes by co-creating smarter systems and experiences with cross-functional teams.
• Use data and insight to inform decisions and design targeted interventions.
• Be a trusted advisor to stakeholders, helping uncover root causes and drive meaningful action.
• Work closely with internal HR experts across Recruitment, Reward, L&D, D&I, and especially Employee Relations to ensure the right support is in place at the right time.

Please get in touch ASAP if you feel you have the right skills and experience for this role and are immediately available.