Senior HR Business Partner

Zodiac Maritime; City Of London; On-site; GBP 70,000 - 90,000; Full time

Job summary

A leading maritime organization in the UK is seeking a Senior HR Business Partner to support and drive its people strategy. This role involves aligning HR strategies with business goals, enhancing employee engagement, and managing talent development. Ideal candidates will possess significant HR experience, strong commercial acumen, and a track record in organizational change. This position offers a chance to make a measurable impact in a dynamic work environment.

Qualifications

• Proven track record of strategic people initiatives in complex organizations.
• Strong knowledge of UK and international employment law.
• Experience in leveraging HR analytics and technology.

Responsibilities

• Align HR strategies with business objectives.
• Support talent and succession planning.
• Champion organisational change and cultural programs.

Skills

HR business partnering or senior generalist experience

Strong commercial acumen

Data literacy and digital confidence

Problem-solving skills

Education

Degree in Human Resources, Organisational Psychology, or Business Management

Job description

As Senior HR Business Partner, you will act as a strategic partner and trusted advisor to senior leadership, supporting the HR Director in shaping and executing the people strategy across Zodiac Maritime. This pivotal "number two" role will lead the delivery of key people initiatives, driving organisational change, performance excellence, and employee engagement across an operationally diverse business. You will translate business priorities into practical, people-focused solutions that build capability, strengthen culture, and deliver measurable impact aligned with Zodiac Maritime's strategic objectives.

Key responsibiiities and primary deliverables: Strategic HR Leadership

Strategic HR Leadership

• Partner with senior leaders to align HR strategies with business objectives, enabling delivery of commercial and operational goals.
• Support the HR Director in designing and executing the people strategy, driving engagement, capability, and high performance.
• Lead workforce planning and organisational design initiatives to ensure optimal structures, role clarity, and capability for future growth.
• Use people analytics and HR metrics to surface insights, track trends, anticipate workforce risks, and measure the ROI of HR initiatives.
• Champion and influence cultural and organisational change programmes that enhance agility, efficiency, and alignment with business values.

Talent, Learning & Development

• Support delivery of the company's talent and succession strategy, ensuring strong leadership pipelines and capability across key functions.
• Partner with leaders to identify and address skill gaps through targeted development and learning programmes.
• Drive proactive recruitment and onboarding practices that attract and retain top talent across the global organisation.
• Embed a culture of performance, accountability, and continuous development through effective coaching and feedback.

Performance Management

• Support implementation and continuous improvement of the company's performance management framework to drive accountability and results.
• Work with department heads to align KPIs, objectives, and measures with strategic priorities, fostering a high-performance mindset and ensuring performance outcomes inform talent and reward decisions.
• Promote a culture of accountability, feedback, and continuous improvement through clear objectives, meaningful feedback, and ongoing development.

Change & Organisational Effectiveness

• Lead and support organisational change and transformation projects, ensuring clear communication, employee engagement, and business continuity.
• Develop and drive strategies that strengthen resilience, adaptability, and a positive change culture.
• Coach and equip leaders to effectively lead teams through transition and change.

Employee Relations

• Provide expert advice and guidance on employee relations matters, ensuring consistency, fairness, and compliance with UK and international employment law.
• Lead or support complex ER cases and investigations, balancing risk management with a pragmatic business approach.
• Build leadership capability in employee engagement, performance management, and conflict resolution.

Policy Development & Compliance

• Review, develop, and implement HR policies that reflect business culture, evolving legislation, and best practice.
• Ensure adherence to employment law, regulatory requirements, and internal governance standards.

Relevant Experience and Education

• Significant HR business partnering or senior generalist experience within complex, international organisations (ideally in shipping, logistics, energy, or other asset-intensive sectors).
• Degree in Human Resources, Organisational Psychology, or Business Management is preferred.
• Proven track record of designing and delivering strategic people initiatives across talent, performance, organisational design, and change management.
• Strong commercial acumen with the ability to translate business priorities into practical, outcome-focused people strategies.
• Sound knowledge of UK employment law, with exposure to international employment practices and global HR governance.
• High level of data literacy and digital confidence, with experience leveraging HR analytics, technology, and AI‑driven insights to inform decisions and optimise people practices.
• Demonstrated ability to build credibility and trusted partnerships with senior leaders and line managers, particularly in fast‑moving and high‑change environments.
• Resilient and hands‑on approach – comfortable operating strategically while willing to roll up sleeves to see plans through to delivery.
• Strong problem‑solving, prioritisation, and decision‑making skills, with the ability to manage multiple projects in a lean, agile environment.
• Ongoing curiosity and awareness of emerging HR trends including digital transformation, AI in the workplace, and the evolving nature of work.