Senior Manager, People Partners

This role is responsible for leading People Partner strategy and execution across multiple business segments for the UK market, aligning people strategies with operational objectives and enabling leadership capability across the organization.

The role is defined, but not limited to, the following:

• →Lead and develop a team of People Partners, ensuring consistent delivery of talent management, employee relations, workforce planning, and organizational design initiatives.
• →Serve as a strategic advisor to senior business leaders on organizational effectiveness, succession planning, leadership capability, and performance outcomes.
• →Oversee complex employee relations matters, such as organizational restructures, leadership transitions, or cross-functional workforce initiatives.
• →Drive talent strategy initiatives, for example performance calibration processes, high-potential identification, and engagement action planning.
• →Partner with Total Rewards on compensation planning cycles (such as merit increases or incentive programs) to ensure alignment with business strategy and internal equity principles.
• →Lead implementation of enterprise-wide programs within assigned functions, ensuring alignment to global HR frameworks and governance standards.
• →Utilize workforce analytics to inform business decisions, including headcount modeling, capability gap analysis, and retention strategies.
• →Foster collaboration between business leadership and HR Centers of Excellence to optimize program impact and scalability.
• →Perform other duties and responsibilities as required to support business needs.

• Manages direct managers and/or highly skilled specialists who exercise significant latitude and independence. 
• Establishes operating policies and procedures that affect departments and direct teams.
• Interprets enterprise-wide policies and procedures. Partners with SLT, Finance, etc to manage budgets, schedules and performance standards for one or more departments. Responsible for resources and policy formation in the area of responsibility.
• Assignments are defined in the form of long-term objectives. Decisions are guided by resource availability, functional objectives and independent judgment.
• Collaborates frequently with internal and/or external management. Leads meetings and briefings for internal and/or external representatives. Often coordinates efforts between functional areas and/or members of an extended assignment/project team.
• Decisions are likely to have an extended impact on the outcomes of multiple departments or teams. Erroneous decisions or recommendations will likely result in critical delays and/or modifications to projects and/or operations; causing substantial expenditure of additional time, people and/or financial resources, and jeopardize future business activity

• Typical experience: 12+ years in related role or experience including 3+ years in management.
• Actual experience may vary depending on role complexity, geography, and internal development opportunities or a comparable mix of training, education, and experience.
• Significant experience in HR business partnering within complex organizational environments.
• Demonstrated leadership capability with experience developing HR professionals.
• Strong business acumen with the ability to align people strategy to financial and operational objectives.
• Experience managing complex employee relations or organizational change initiatives.
• Advanced stakeholder management and influencing skills.