Company
The Growth Company
Contract type
Fixed term/ Full- time
Salary
£60,000 - £65,000 per annum
Join The Growth Company (GC) as a Senior HR Business Partner on an 18-month fixed term contract during an exciting period of change and growth. You will play a key leadership role within our People Team. Reporting into the Head of HR Services, you will lead a team of HR Business Partners and our Employee Relations Manager and activity, ensuring the delivery of a high-quality, consistent and commercially focused people service across the organisation.
This is an exciting opportunity for an experienced HR leader who is passionate about developing high-performing teams, driving employee relations excellence and partnering with senior leaders to support organisational performance, change and growth.
You will provide leadership and direction across the HR Business Partnering team and Employee Relations functions, ensuring managers receive expert support and guidance across the full employee lifecycle. Working closely with the Head of HR Services and senior stakeholders, you will help shape people strategies, support organisational change programmes, and champion a positive employee experience.
This role offers the opportunity to lead a talented HR team, shape the delivery of Employee Relations across the Group and make a significant contribution to the continued success and growth of the organisation.
This role involves a two-stage interview process:
- First-stage interviews will be conducted virtually on 7th and 8th September.
- Second-stage interviews will take place face-to-face at Lee House on 14th September.
Key Responsibilities:
- Lead, develop and inspire a team of HR Business Partners, HR Advisors and the Employee Relations Manager, promoting a culture of collaboration, accountability and continuous improvement.
- Oversee the delivery of all Employee Relations activity across the Group, ensuring a high-quality, consistent and legally compliant approach to complex employee matters.
- Provide strategic leadership and direction to the HR Business Partnering function, ensuring alignment with organisational priorities and business objectives.
- Coach and support the HR team to develop capability, confidence and expertise in employee relations, organisational change and stakeholder management.
- Build strong relationships with senior leaders, providing expert advice and challenge on people-related matters.
- Lead organisational change initiatives, including restructures, redundancies, redeployment exercises, acquisitions and TUPE transfers.
- Drive the implementation of People Strategy priorities, ensuring effective delivery of workforce planning, succession planning and talent initiatives.
- Use people data, workforce trends and insights to inform decision-making and identify opportunities for improvement.
About You:
- CIPD Chartered Member or Fellow, with significant experience in a senior HR leadership role.
- An experienced people leader with a proven track record of managing and developing HR Business Partnering and Employee Relations teams.
- Extensive experience of leading complex employee relations activity across large or multi-functional organisations.
- Able to influence, challenge and build credibility with stakeholders at all levels, including Executive and Senior Leadership teams.
- Experienced in leading organisational change and workforce transformation programmes.
- Commercially minded, resilient and solutions-focused, with the ability to balance strategic priorities and operational delivery.
- Passionate about delivering excellent people services and developing high-performing HR teams.
Skills Required:
- Expert knowledge of employment law, employee relations and HR best practice.
- Strong leadership and coaching skills, with the ability to motivate and develop teams.
- Excellent stakeholder management and influencing skills.
- Significant experience managing complex employee relations cases and organisational change programmes.
- Strong analytical and problem-solving capabilities, using data and insights to drive decision-making.
- Excellent communication and relationship-building skills.
- Strong planning and organisational skills, with the ability to manage competing priorities and deadlines.
We are currently unable to provide sponsorship for work permits or visas. Therefore, we can only consider candidates who already have the legal right to work in the UK.
Artificial intelligence can assist you during the application process, but every example and statement you include must be honest, accurate, and based on your own real experiences. If plagiarism is detected, meaning you present someone else’s ideas or experiences, or AI‑generated content, as your own, your application may be withdrawn, and internal applicants could face disciplinary action.
At GC, safeguarding the welfare of all individuals including vulnerable adults and young people is a top priority, and we expect all staff to uphold this standard. All appointments follow Safer Recruitment Procedures, including a DBS check carried out by Due Diligence Limited (DDC Ltd), at no cost to the successful candidate.
Please note: It is a legal offence to apply for a role involving regulated activity if you are on the Barred List.
We are committed to increasing workforce diversity and offer a guaranteed interview to applicants who meet the essential criteria and either have a disability or are from a diverse ethnic community.
If this applies to you, you can request consideration under this scheme during the application process. Your request will be shared only with the Hiring Manager and Internal Recruitment Team.
We also aim to make our recruitment process inclusive and accessible. If you need reasonable adjustments or have any general enquiries at any stage or the recruitment process, please contact [email protected] or call us on 0161 237 4447.
Examples include:
Meeting the hiring manager or touring the venue in advance.
Extra time for tasks.
Interview questions shared beforehand.
Accessibility software or equipment for assessments.
We’re proud to support the Ban the Box campaign, which helps people with convictions access job opportunities. As part of this, we’ve removed questions about convictions from the initial application stage.
GC is committed to fostering a culture of flexibility and agile working. Many roles will increasingly support full agile arrangements. If you require more permanent flexibility, we encourage you to discuss this during your interview so your request can be considered early in the process.
All GC colleagues will work in line with the Health and Safety at work act and the GC Health and Safety Policy.
