Job description Job title Strategic People Business Partner Job number Grade 10TP Directorate Central Financial Services Department People Services Reports to Head of People Business Partnering Date effective March 2026 Purpose To act as a trusted advisor, thought partner and strategic leader, shaping and delivering the People Strategy across aligned directorates, and the business. Partnering with Executive Management Team (EMT), Operational Management Team (OMT) and Directorate Leadership Teams to people plan, and develop and embed a high-performance, future-ready, people-centric organisation, capable of meeting current and future business challenges. To lead and develop colleagues in the People Business Partnering team, ensuring a consistently high-quality, insight-led and commercially focused people service is delivered in line with organisational objectives and a commercially focused, pragmatic approach to risk management. Through strong relationships with People Services colleagues, to commission activities to support the delivery of People Plans and the People Strategy, ensuring effective and timely implementation of People Services initiatives and cyclical work . · Lead the design and delivery of people strategies that build capability, improve organisational performance and support strategic priorities · Oversee organisational design, workforce planning and capability mapping to ensure structures and skills meet current and future needs · Support senior leaders to review, evolve and optimise operating models, services and structures. 3. Talent, Leadership Culture · Drive the talent strategy, ensuring robust succession planning, leadership pipelines and future skills development · Champion a performance-driven, inclusive, feedback-rich culture aligned with organisational values · Partner with People Services to ensure high-impact development programmes that grow leadership capability and organisational capacity · Shape and enhance the colleague experience, ensuring people feel engaged, supported and able to thrive 4. Strategic Resourcing Workforce Planning · Lead a forward-looking approach to resourcing, ensuring the organisation has the talent and capability needed to deliver strategic outcomes · Work with leaders to proactively plan capability and workforce needs, reducing reliance on reactive recruitment · Champion fair, modern and competitive reward and recognition frameworks in collaboration with People Services colleagues. 5. Employee Relations, Governance Risk (Strategic oversight) · Provide oversight of ER themes, risks and trends, ensuring insight informs preventative action · Ensure leaders are equipped to manage performance, conduct and wellbeing issues through a consistent, fair and commercial approach · Escalate systemic or organisational issues appropriately and contribute to policy development from a strategic perspective; with oversight of policy reviews, conducted by People Partners. 6. Change Leadership Transformation · Lead the people elements of organisational transformation, ensuring initiatives are strategically aligned and sustainably embedded · Guide leaders and teams through complex change, using structured change methodologies and best practice · Enable a continuous improvement mindset, supporting the adoption of new ways of working and innovative people practices; through horizon scanning and networking. 7. People Insights, Data Analytics · Lead an insight-driven People approach, using data, MI and trends to influence decision-making and strategy Qualifications and training Essential (Y) Desirable (Y) Educated to GCSE level or equivalent in Maths and English (Grades A*- C) A CIPD membership level 7 A Educated to degree level in a business or related subject A Employment Law qualification or working towards A Knowledge and skills Proven experience operating as a senior or strategic HR/People Business Partner in a complex organisation. Understanding of creating and delivering people plans to drive business performance. A/T/I Experienced generalist, skilled at shaping and delivering people strategy with Executive and Senior Leaders, grounded in deep knowledge and significant experience of strategic HR, organisational design, workforce/people planning, succession planning, talent management, leadership development and A/T/I cultural change, linked to EDI, wellbeing, job evaluation, reward, remuneration and retention. Expert stakeholder management, influencing and relationship- building. A/T/I Skilled in coaching, advising and influencing senior managers to identify root causes, create and embed people interventions to drive a performance culture in a collaborative organisation. A/T/I Demonstrable success leading HR/People Partners and people professionals. A/T/I Experience guiding organisations through large- scale transformation. A/T/I High-level analytical and diagnostic capability, with a track record of data-led decision- making. A/T/I Demonstrates a thorough understanding of organisational design principles, with proven knowledge and experience of project and change management and using project management tools and methodologies. Able to apply this expertise to essential stages of change management and lead/oversee change. A/T/I Excellent knowledge and understanding of employment legislation, with the ability to interpret and apply to practical situations, to mitigate risk. Understand how changes in legislation, impact across the business. A/T/I Strong commercial acumen, understanding legal, social, economic and market factors that impact performance in the Housing Sector, and the risk and business impact this has on the people agenda. A/T/I Ability to operate independently using own initiative, to manage, organise and prioritise numerous objectives, projects or activities simultaneously. Working autonomously to deliver on commitments. A/I Ability to work under pressure and make decisions, balancing the risk reward trade off, with good judgement skills; whilst maintaining attention to detail. A/I High level of drive, motivation and energy, with a proactive approach to work. A/I Customer focused providing excellent customer service, supported by an ability to operate effectively at all levels and understand business needs. A/I Excellent verbal and written communication skills with a high level of attention to detail. A/I Excellent interpersonal and organisational skills, to interact with all levels of management and employees. A/I Digital dexterity: proficient in Microsoft Office suite and use of People databases and systems. A/I Behaviours for success Influential · Creates credibility through flexible communication strategies, that engage and mobilise diverse stakeholders, driving enterprise-wide influence, through messaging that resonate and drive action at senior levels. · Proactively develops a deep understanding of stakeholder systems and strategic priorities, leveraging these insights to build rapport, create transformative partnerships and broker consensus, to deliver mutually beneficial solutions. · Demonstrates visionary leadership and agility, anticipating and navigating enterprise-wide challenges with innovative, resourceful strategies to consistently achieve ambitious organisational objectives and deliver long-term value. Future focused · Strategically forecasts enterprise-wide risks and opportunities through comprehensive horizon scanning and critical evaluation of emerging trends, ensuring organisational readiness and positioning the business for sustained competitive advantage. · Proactively steers organisational agility, through an innovative, solutions-focused, mindset; unlocking new potential and ensuring the organisation is prepared for future challenges. · Commercially focused, curious, and courageous - continually seeking out knowledge and diverse perspectives to inform strategic insight - driven decisions and foster long-term growth. Engaging · Demonstrates reflective practice and self-awareness, consistently evaluating the individual and organisational impact of their actions, behaviors and influence, on peers, stakeholders, direct reports and the business. Proactively adapts leadership style to optimise outcomes key stakeholders, and the organisation. · Establishes a compelling personal brand that inspires trust and confidence, at EMT and OMT aligned to business goals. · Sets the standard for a positive, energetic, high-performance team culture through championing inclusivity, collaboration and cross-functional engagement - driving open communication, and celebrating personal and collective achievements, linked to organisational values. Resilient · Emotionally intelligent – credibly championing and leading transformative organisational change - inspiring senior leaders, peers, colleagues and direct reports, to adopt innovative practices and embrace new ways of working. · Navigates ambiguity, complexity and high pace with composure, demonstrates resilience under pressure - consistently exercising robust judgement and providing sound advice in challenging situations. · Takes proactive ownership to overcome obstacles, using initiative and seeking innovative solutions to deliver results. Drives enterprise-wide accountability, proactively removing barriers to deliver sustainable results across the organisation. Performance focused · Champions learning and professional development related to people practice, takes ownership for CPD, leading to consistently achieving outstanding results, setting a standard of excellence for the team. · Empowers self and others, through instilling a culture of accountability, empowering senior leaders and direct reports to deliver decisive action to drive meaningful outcomes that deliver measurable business impact. · Delivers constructive feedback and personalised coaching, accelerating leadership capability, professional growth and unlocking the full strategic potential of colleagues. This job description outlines the main responsibilities and requirements of the job. Colleagues are expected to comply with reasonable management requests to carry out additional or alternative duties.