Hr business partner Work, Jobs in Hadfield, Dby (with Salaries)

Senior HR Business Partner - Maternity Cover
Department for Culture, Media and Sport —Manchester
- £62,203 - £72,686 a year
- Full-time
- Hybrid work
- Management
- Presentation skills
- Human resources
- Annual leave
- Employee assistance programme
7h
HR Business Partner, PXT
Amazon UK Services Ltd. —Manchester
- Full-time
- Management
- English
- Master's degree
HR Business Partner
Bibby Financial Services —Salford
- £45,000 - £60,000 a year
- Full-time
- Hybrid work
- Human resources
- Business
Quick apply
HR Business Partner
SIXT UK —Manchester
- Hybrid work
- Microsoft Office
- Bachelor's degree
- Continuous improvement
- Paid training
- Annual leave
Quick apply
Senior Human Resources Business Partner
BDA —Manchester
- From £83,000 a year
- Hybrid work
- English
- Bachelor's degree
- Travel
- Work from home
Quick apply
People Business Partner
Bradford Children and Families Trust —Bradford
- £53,384 - £57,521 a year
- Full-time
- Microsoft Powerpoint
- Microsoft Word
- Microsoft Excel
- Annual leave
5d
HR Business Partner - 6-month FTC
Lucy Group Head Office —Sowerby Bridge
- Part-time
- Hybrid work
- Travel
- Human resources
- Business
People Business Partner
Information Commissioner's Office —Manchester
- £57,815 - £73,211 a year
- Full-time
- Hybrid work
- Management
- Presentation skills
- Human resources
- Annual leave
2d
HR Business Partner
TRADEBE —Warrington
- Hybrid work
- Management
- Analysis skills
- Travel
- Employee discount
6d
HR Business Partner
Trafford Council —Trafford
- £40,777 - £42,839 a year
- Full-time
- Travel
- Human resources
- School
7d
HR Business Partner - UK
Arxada —Manchester
- Full-time
- Bachelor's degree
- Human resources
- Business
7d
HR Business Partner - UK
Lubrizol —Blackley
- Full-time
- Project management
- Bachelor's degree
- Plumbing
HR Business Partner
Wates —Trafford
- Travel
- Human resources
People Business Partner (12m FTC)
M Group —Birstall
- Microsoft Powerpoint
- Customer service
- Analysis skills
- Annual leave
- Employee assistance programme
1h
Senior People & Culture Business Partner | Manchester, UK
TSA Riley —Manchester
- Leadership
- Annual leave
- Employee assistance programme
5d
Human Resources Business Partner
Ministry of Justice —Manchester
- £40,001 - £50,000 a year
- Part-time
- Hybrid work
- Management
- Presentation skills
- Travel
- Annual leave
- Employee discount
1d
Human Resources Business Partner
Caddick Construction Ltd —Warrington
- Full-time
- Driving
- Human resources
- Leadership
- Annual leave
- Employee assistance programme
Quick apply
Regional People Business Partner - 12 months FTC
Pets at Home —Cheadle
- £50,000 - £60,000 a year
- Weekend availability
- Travel
- Human resources
14d
Employee Relations Partner
AstraZeneca —Macclesfield
- Management
- Communication skills

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Senior HR Business Partner - Maternity Cover

Department for Culture, Media and Sport -
Manchester

Apply Now

Job details

Full-time | Fixed term contract
£62,203 - £72,686 a year
7 hours ago

Benefits

Cycle to work scheme
Season ticket loan
Annual leave
Company pension
Employee assistance programme
Employee discount
Paid volunteer time
Childcare
Sick pay

Qualifications

Management
Presentation skills
Human resources
IT
Leadership

Full job description

Details

Reference number

471876

Salary

£62,203 - £72,686

The role also attracts a CIPD allowance of up to £4,200 depending on level completed

A Civil Service Pension with an employer contribution of 28.97%

GBP

Job grade

Grade 6

Contract type

Fixed term
Loan
Secondment

Length of employment

12 months

Business area

DCMS - People and Workplace

Type of role

Human Resources

Working pattern

Flexible working, Full-time, Job share

Number of jobs available

Location
About the job
Benefits
Things you need to know
Apply and further information

Location

Manchester

About the job

Job summary

DCMS People and Workplace Directorate is looking for an experienced HR leader to take on a maternity cover heading up our team of Strategic HR Business Partners.

DCMS HR Business Partners work closely with Senior Leaders to support the development of their business strategies through HR consultancy and interventions on people issues. The team shape, influence and deliver people strategies and ensure our people are at the heart of our organisation. The team have recently successfully launched and implemented a new HRBP Service Offer to clearly define the value, boundaries, and strategic role of the HR Business Partnering team within the Department.

You will lead a team of 5 comprising:

3 HRBPs who each partner a Director General and their SLTs to support the delivery of core people management practices
Two Assistant HRBPs who work across the team and the organisation to provide expert advice, support and analysis.

Job description

The Senior HR Business Partner acts as a strategic advisor to executive leadership, aligning business objectives with people strategy.

Key Responsibilities

Direct, coach, and develop the team of HRBPs and AHRBPs (with direct line management responsibility for the three HRBPs). Set clear performance goals, provide regular feedback and maintain a focus on continuous professional development to further elevate the team's capability to act as strategic advisors.
Partner with senior executives to design and implement tailored HR strategies driving growth, scalability, and operational excellence.
Collaborate with other expert teams from across People and Workplace to design and deliver succession planning, high-potential identification, and workforce forecasting to ensure the organization has the right talent in the right roles.
Collaborate with internal Organisation Design and Development (ODD) specialists to evaluate structures and workflows to improve efficiency, manage complex change management initiatives, and guide leadership through organisational redesigns.
Act as a trusted executive coach to senior leaders, enhancing their leadership capabilities and ability to manage high-performing teams.
Provide oversight on complex employee relations issues, ensuring compliance with good practice and UK legislation.
Leverage HR data and analytics to identify trends, diagnose systemic organizational issues, and deliver data-backed recommendations to executive stakeholders.

The broader People & Workplace portfolio is currently undergoing a comprehensive refresh. As a result, the specific duties, team structures, and responsibilities of this role will naturally evolve over time to mirror these strategic changes, offering the successful candidate an exciting opportunity to help shape the future state of the service.

Person specification

The ideal candidate would have the following key skills and experience, please note that desirable skills will only be used in the event of tied candidates:

Essential requirements:

Strategic HR Partnership & Stakeholder Alignment: A proven track record of operating as a strategic HR partner, with the ability to build and sustain highly influential relationships with executives, senior leadership, and trade unions to secure alignment across diverse stakeholders.
Core People Strategy & Organizational Design: Demonstrable experience delivering key people strategiesincluding Strategic Workforce Planning, Succession Planning, Performance Management, and Diversity & Inclusion initiativesalongside the ability to guide senior leaders on long-term organizational design and the workforce implications of Spending Reviews (or equivalent).
Data-Driven & Innovative HR Solutions: Proficient in utilising people analytics (such as HR Dashboards and People Survey metrics) to diagnose organisational health, paired with strong business acumen to design innovative, evidence-based solutions that drive organisational effectiveness.
Inclusive Leadership & Team Development: Dynamic and inclusive leadership skills, with a proven ability to build, motivate, and develop high-performing teams capable of delivering high-quality HR services at pace.
Coaching Credentials & Professional Status: Strong coaching capabilities to effectively guide executive-level leadership capability, supported by Chartered membership of the CIPD (or a willingness to work towards it).

Desirable Skills:

Strong influencing and consultancy skills.
Political, contextual and government understanding.
Ability to problem solve and make strong evidence based decisions.
Experience leading through change
A strong understanding of UK employment law legislation and experience advising senior leaders on complex employee relations issues

We are running an information session where prospective applicants can find out more about the role. This will be hosted by Tinu Saide, and will take place on:

24th July at 11am

The session will be an opportunity to hear more about the role, the team and wider directorate and the department. It will also be an opportunity for you to ask any questions.

Please register your interest by filling out this Registration form by 23rd July, 4pm and you will be sent an invitation. Invites will only be sent after this deadline has passed.

Please note that the session will not be recorded and will not focus on the DCMS recruitment process - please direct any queries that you have on this topic (timelines, reasonable adjustments, onboarding etc) to [email protected]

Behaviours

We'll assess you against these behaviours during the selection process:

Seeing the Big Picture
Leadership
Communicating and Influencing
Managing a Quality Service

Benefits

Alongside your salary of £62,203, Department for Culture, Media and Sport contributes £18,020 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .

DCMS values its staff and offers a wide range of benefits to everyone who works here. Were committed to developing talent, and supporting colleagues to have great careers in our department. To support with that, some of the benefits we offer include:

Flexible working arrangements and hybrid working - DCMS staff work on a flexible basis with time spent in offices, and time spent working from home
26.5 days annual leave on entry, increasing to 31.5 days after 5 years service
A Civil Service pension with an employer contribution of 28.97%
Access to the Edenred employee benefits system which offers discounts to popular retailers and access to various useful resources such as financial and savings advice
3 days of paid volunteering leave
Up to 9 months maternity leave on full pay + generous paternity and adoption leave
Staff reward and recognition bonuses that operate throughout the year
Occupational sick pay
Access to the Employee Assistance Programme which offers staff 24/7 confidential support and resources such as counselling, debt guidance and management advice
Active and engaged staff networks to join including the LGBT+, Ethnic Diversity, Mental Health and Wellbeing and Gender Equality Networks
Exceptional learning and development opportunities that you can explore alongside your day to day work
Season ticket loan, cycle to work scheme and much more!

Terms and conditions at SCS grades will vary. Those applying for SCS roles should refer to the candidate information pack for more information on terms and conditions.

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles , and will assess your Behaviours, Strengths and Experience.

To apply for this post, please send us the following documents no later than 23:55 on 2nd August 2026 via the CS Jobs portal:

To apply for this vacancy, you will need to submit the following documents which will assessed against the experience success profile:

A CV setting out your career history, with key responsibilities and achievements. Please ensure you provide employment history that relates to the essential and desirable criteria, and that any gaps in employment history within the last 2 years are explained. The CV should not exceed more than 2 x A4 pages and you should insert your CV into the "Job History" section on the Civil Service Jobs application form.
A Statement of Suitability (max 750 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role in reference to the essential requirements highlighted. You may also choose to reference the desirable skills listed however these will not be considered in the assessment of your application except in circumstances where there are a high number and calibre of candidates.

For the shortlist, we will select applicants demonstrating the best fit for the role by considering the evidence provided in your application.

For indicative sift and interview dates please refer to the attached Candidate Information Pack.

In the event of a large number of applicants, an initial sift will be conducted on the statement of suitability: Those who are successful in the initial sift will then be scored on all elements of the application.

The interview process will assess behaviours, strengths and experience.

The behaviours to be tested at interview are:

Seeing the Bigger Picture
Leadership
Communicating and Influencing
Managing a Quality Service

Prior to the interview you will be sent the behaviour questions in advance. You will not be made aware of the strengths being assessed prior to your interview.

You will also be required to prepare a presentation. Full details of this, including the topic, length of time, and whether or not you will need to use visual aids, will
be sent to you prior to your interview.

Your interview will take place remotely via GoogleMeets or Microsoft Teams.

For support in writing your application and interviewing, please refer to the Application and Interview Guidance document attached to the job advert.

We are running an information session where prospective applicants can find out more about the role. This will be hosted by Tinu Saide, and will take place on:

24th July at 11am

The session will be an opportunity to hear more about the role, the team and wider directorate and the department. It will also be an opportunity for you to ask any questions.

Please register your interest by filling out this Registration form by 23rd July, 4pm and you will be sent an invitation. Invites will only be sent after this deadline has passed.

Further Information

A reserve list may be held for a period of 12 months from which further appointments can be made.

Any move to Department for Culture, Media and Sport from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

New entrants are expected to join on the minimum of the pay band.

DCMS has a London and a National pay scale. For more information on this, including the circumstances in which each pay scale will apply, please see the Candidate Information Pack attached.

If successful and transferring from another Government Department a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing [email protected] stating the job reference number in the subject heading.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment.

A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

Reasonable Adjustment

We are committed to supporting candidates so they can perform at their best throughout the recruitment process. This includes making reasonable adjustments to our process.

In order to request an adjustment, please:

Complete the Assistance required section on the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or a verbal test rather than a written one.

Alternatively, contact the Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs.

Accessibility

If you are experiencing accessibility difficulties with any of the attachments, please contact us. Contact details can be found in the 'contact point for applicants' section of the job advert.

If the vacancy is offered as FTA/Loan, existing Civil Servants must join on a Loan basis only. Prior agreement to be released on loan must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.

This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .

See our vetting charter .

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

UK nationals
nationals of the Republic of Ireland
nationals of Commonwealth countries who have the right to work in the UK
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS)
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles .

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy .

Apply and further information

This vacancy is part of the Great Place to Work for Veterans initiative.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

Name : Tinu Saide
Email : [email protected]

Recruitment team

Email : [email protected]

Further information

The law requires that selection for appointment to the Civil Service is on merit on the basis of fair and open competition as outlined in the Civil Service Commission's Recruitment Principles.
If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact [email protected] in the first instance. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission at: https://civilservicecommission.independent.gov.uk/contact/

Apply Now

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Details

Reference number

Salary

Job grade

Contract type

Length of employment

Business area

Type of role

Working pattern

Number of jobs available

Contents

Location

About the job

Job summary

Job description

Person specification

Behaviours

Benefits

Things you need to know

Artificial intelligence

Selection process details

Security

Nationality requirements

Working for the Civil Service

Diversity and Inclusion

Apply and further information

Contact point for applicants

Job contact :

Recruitment team

Further information