Kpler28d ago

HR Business Partner

London · (london)Full-timemid

Hr Business PartnerHuman Resources

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Quick Summary

Key Responsibilities

Progressive HR experience, with a demonstrated ability to seamlessly operate at both a global strategic level and a hands-on local operational level.

Technical Tools

Hr Business PartnerHuman Resources

At Kpler, we are dedicated to helping our clients navigate complex markets with ease. By simplifying global trade information and providing valuable insights, we empower organisations to make informed decisions in commodities, energy, and maritime sectors.

Since our founding in 2014, we have focused on delivering top-tier intelligence through user-friendly platforms. Our team of over 700 experts from 35+ countries works tirelessly to transform intricate data into actionable strategies, ensuring our clients stay ahead in a dynamic market landscape. Join us to leverage cutting-edge innovation for impactful results and experience unparalleled support on your journey to success.

About the Role

~1 min read

As an HR Business Partner, you will play a critical dual role within the Kpler HR Business Partnership Model. You will partner directly with the Global Department Leader to ensure global coordination and strategic support for initiatives, projects, and key processes that require one point of HR oversight. Simultaneously, you will act as the Local People Partner for the UK, responsible to execute on actions required for employees based in your location. You will seamlessly bridge high-level organizational design with localized, on-the-ground employee support, ensuring you support employees and managers based in the UK, regardless of their Business Area. You will ensure that strategic decisions and the rationale behind organizational changes made at the business area leadership level are cascaded down to local HRBPs to ensure understanding, consistency, and alignment.

Responsibilities

~3 min read

→Actively participate in respective business units, including attending All Hands, leadership, and extended leadership team meetings to gather insights, share feedback, and provide updates.

→Hold regular check-ins and monthly meetings with Talent Acquisition and local People Partners to discuss themes by business unit and ensure collaboration.

→Ensure thoughtful and appropriate org design decisions, reviewing compensation and reporting line changes to prevent inequality or compression issues.

→Lead global transformation and organizational design strategies, coordinating with local partners by jurisdiction.

→Prepare proposals for global mobility in collaboration with the Comp & Ben manager and People Partners in respective jurisdictions.

→Use data and insights (attrition, engagement, performance trends) to inform recommendations and identify risks

→Escalate and partner with the Global HR Business Partner (GHRBP) on complex, high-risk or strategic decisions

→Establish, communicate, and assist leading the global performance management processes for your business area.

→Oversee key talent processes including goal setting, mid-year and year-end ratings, calibration, talent reviews, and career laddering.

→Watch for underperformer patterns globally and keep the leadership informed.

→Partner with business leaders on active performance management, identifying themes to support respective business areas for both retention and talent attraction.

→Support workforce planning, including headcount tracking, hiring needs, and organisational capacity planning in partnership with leadership and Talent Acquisition

→Manage the specific onboarding process for the VP Level and above, working closely with the L&D Manager and the local People Partner.

→Request and review onboarding survey results regarding the new hire experience at 30, 60, and 90 days.

→Execute local engagement initiatives agreed upon at the business area level based on business feedback and exit summaries.

→Lead and manage local employment relations cases regarding performance and conduct.

→Conduct investigations, draft summaries and keep stakeholders informed (including the GHRBP).

→Drive the completion of compliance trainings and courses on local jurisdictional practices, such as workplace conduct.

→Inform the VP, People and discuss the approach to handling sensitive ER cases.

→Handle all Business As Usual documentation requests for UK employees, including employment verifications and change letters.

→Oversee local leave policies, including annual, sick, and parental leave.

→Manage local benefits, separation packages, and off-cycle changes following the approval process by jurisdiction.

→Lead and manage Flexible Work Arrangements, reviewing applications and obtaining appropriate approvals.

→Handle voluntary and involuntary exits, including successful offboarding with the People Ops team.

→Extensive HR Experience: Progressive HR experience, with a demonstrated ability to seamlessly operate at both a global strategic level and a hands-on local operational level.

→UK Employment Law & ER Expertise: Deep knowledge of UK employment law and jurisdictional practices, with a strong track record of leading complex Employee Relations (ER) cases, conducting investigations, and managing performance and conduct issues.

→Organizational Design & Change Management: Proven experience in global organizational design, job leveling, global mobility, and leading cross-border change management initiatives, including M&A integrations and Reduction in Force (RIF) strategies.

→Executive Stakeholder Management: Exceptional ability to partner with, coach, and influence Global Department Leaders, as well as the Senior Leadership Team (SLT) and Executive Leadership Team (XLT).

→Cross-Functional Collaboration: Demonstrated success working in deep partnership with specialized HR teams, including People Ops, Talent Acquisition (TA), Compensation & Benefits, and Learning & Development (L&D).

→Data-Driven Strategy: Strong capability in analyzing business area reporting, cluster models, retention metrics, and engagement data (e.g., Organisational Health Index, Pulse Surveys) to inform critical hiring and retention strategies.

→Systems Proficiency: Familiarity with modern HRIS platforms and offboarding/change management workflows (experience with Bamboo is highly preferred) and executive coaching platforms (such as Coach Hub).

→Education & Certifications: CIPD Level 5 or Level 7 qualification (or equivalent practical experience) is highly preferred for this senior UK-based role.