Head of People Business Partners

This position is posted by Jobgether on behalf of a partner company. We are currently looking for a Head of People Business Partners in the United Kingdom.
This is a strategic leadership opportunity for an experienced HR professional ready to shape and scale people operations within a highly international and fast-evolving environment. In this role, you will lead the People Business Partner function, ensuring that HR initiatives align closely with business priorities while maintaining strong governance and consistency across regions. You will oversee complex people topics ranging from organizational transformation and workforce planning to leadership advisory and policy design. Working closely with senior stakeholders, you will influence key decisions impacting talent, culture, and organizational effectiveness. The position combines operational depth with strategic vision, requiring strong business acumen, leadership capability, and expertise in navigating complex labor and organizational contexts. This role is ideal for a senior HR leader who thrives in dynamic environments and enjoys building scalable people frameworks that support long-term growth.

Accountabilities:

• Lead and manage the People Business Partner function, ensuring high-quality HR support and strategic alignment across multiple business units and geographies.


• Act as a key advisor to senior leadership on organizational design, workforce planning, restructuring initiatives, and sensitive people-related matters.


• Drive the implementation and consistency of HR policies, frameworks, and governance standards across the organization.


• Oversee workforce cost management, headcount planning, and personnel budgeting in collaboration with finance and FP&A teams.


• Lead or contribute to large-scale transformation projects, including reorganizations, international expansion, mergers, and structural changes.


• Manage, mentor, and develop senior HR Business Partners, ensuring strong performance management, capability building, and career growth within the team.


• Serve as the escalation point for complex employee relations, compensation, and organizational issues requiring cross-functional alignment.


• Collaborate with talent, culture, operations, and legal stakeholders to ensure cohesive people strategies and operational excellence.


• Support leadership teams with strategic workforce decisions grounded in business priorities and people best practices.

Requirements

• 10–15 years of broad HR generalist experience, including significant exposure to strategic HR leadership and organizational transformation initiatives.


• Proven expertise managing performance cycles, restructuring processes, workforce planning, and complex employee relations matters.


• Strong financial acumen with experience managing headcount planning, personnel costs, and collaboration with FP&A functions.


• Solid understanding of labor law frameworks, particularly French labor law and social dialogue processes.


• Demonstrated ability to influence senior stakeholders and drive alignment across diverse teams and business functions.


• Experience leading and developing HR Business Partner teams in international and multicultural environments.


• Strong systems-thinking approach with the ability to design scalable HR frameworks and governance models.


• Excellent communication, analytical, and interpersonal skills with high emotional intelligence and leadership maturity.


• Fluent written and spoken English is required; additional language capabilities are considered an advantage.


• Comfortable operating in fast-paced, evolving organizations with high levels of autonomy and accountability.

• Hybrid work model with flexibility between remote work and office collaboration.


• Extended maternity and paternity leave benefits beyond statutory requirements.


• Comprehensive healthcare coverage support.


• Home office equipment allowance and remote work support.


• Generous annual holiday entitlement.


• Transportation and sustainable mobility support programs.


• Relocation assistance and visa sponsorship support where applicable.


• Access to professional development programs, mentorship, and internal mobility opportunities.


• Employee stock ownership plan participation.


• Regular team events, collaborative culture initiatives, and employee engagement activities.


• Travel-related perks and additional paid time off benefits.

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