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Reporting directly to the UK Senior HR Director, the Senior HR Business Partner for the UK Rotary business will act as a key member of the UK Rotary leadership team, with accountability to the VP GM, UK Rotary Business. The Senior HR Business Partner will be accountable for shaping and delivering the people agenda for the UK Rotary business, with a focus on talent, employee relations, engagement and leadership capability.
The role operates with a high degree of autonomy within a complex, unionised and operationally driven environment. It requires strong judgement in balancing operational delivery, workforce capability, and employee relations risk, often in situations where there is limited precedent or where trade-offs are required.
Additional Job Details
Act as the lead HR partner to the Rotary VP GM and other members of Leadership, providing clear, well-formed leadership ready recommendations on people, organisational and workforce decisions requiring timely judgement.
Shape and implement practical solutions to business and cultural challenges, ensuring they are viable within operational and regulatory constraints.
Lead identification of long-term capability risks and workforce gaps, and translate these into actionable talent and resourcing plans with business leaders.
Partner with Business Leadership on business growth activities including acquisitions and integrations.
Routinely consult and engage with the Rotary Leadership team to foster and promote engagement at all levels of the organisation.
Partner with line managers, coaching and advising them on all people matters.
Demonstrate a high level of professional maturity and tact when influencing or challenging stakeholders, ensuring that challenge is constructive, well-timed, and delivered in a way that maintains trust and supports effective working relationships.
Balances directness with sensitivity, adapting approach to audience and context to ensure that messages are heard, understood, and lead to positive action rather than disengagement.
Lead and resolve complex employee relations matters, applying sound judgement in cases involving risk, precedent sensitivity, or operational impact.
Work directly with the recognised trade Union(s), holding monthly meetings and building on the existing positive relationships within the Client Group(s).
Pro-actively engage with the company’s designated Occupational Health Service to leverage support to the maximum benefit of both employees and the business.
Ensure the consistent and equitable application of organisation policies and procedures.
In coordination with the broader HR team, ensure that StandardAero UK is compliant with StandardAero practices and procedures.
Actively engage in and communicate regional and corporate initiatives for the Rotary Business Unit.
Produce clear, decision-ready analysis, reports and presentations to support senior leadership decision-making on workforce, organisational and performance issues.
Participate in site-wide and company-wide HR initiatives as required.
May include day to day line management to a small section of the UK HR team.
Experience:
Significant experience in Human Resources, with a substantial experience in a strategic HRBP or senior-level role.
Proven experience in partnering with senior leadership, managing complex HR challenges, and leading organisational change.
Experience in multiple HR domains, such as talent management, performance management, employee relations, compensation, organisational development, and Trade Union relations.
Familiarity with HR technology and data analytics tools to drive decisions (HRIS systems, reporting tools, etc.).
Experience with organisational design and change management.
Operating independently across a business unit, prioritising HR activity and resolving issues with limited oversight from HR leadership.
Experience working in complex, operational, unionised environments with fluctuating demand, critical skills shortages, and competing business priorities.
3. Key Skills & Competencies:
Strategic thinking : Ability to align HR initiatives with business objectives, anticipating HR trends that impact the company’s growth and performance.
Business acumen : Understanding of business drivers, operational needs, and financial performance to provide HR insights and solutions.
Leadership and influence : Ability to influence and guide leaders in making informed decisions about talent management, organisational culture, and employee engagement.
Problem-solving : Ability to address complex HR issues, navigating both employee concerns and organisational needs.
Change management : Experience in guiding organisations through periods of change, such as mergers, acquisitions, restructures, or leadership transitions.
Conflict resolution and employee relations expertise : Ability to mediate conflicts, provide counsel to leaders and employees, and handle sensitive issues.
Talent management : Expertise in recruiting, developing, and retaining top talent, as well as succession planning and leadership development.
Data-driven mindset : Ability to analyse HR metrics to identify trends and propose actionable solutions.
Excellent communication skills : Clear and effective written and verbal communication skills, with the ability to present to leadership and manage sensitive conversations.
Strong judgement : In ambiguous or high-pressure situations, balancing people, compliance, and operational needs.
Autonomous : Ability to operate with a high degree of autonomy, prioritising competing demands without close direction.
Influencing Skills : Credible influencer of senior operational leaders, able to challenge constructively. Influencing style is grounded, credible, and diplomatically assertive - able to challenge senior stakeholders without damaging relationships or reducing engagement.
4. Personal Attributes:
High emotional intelligence (EQ) : Empathy, self-awareness, and relationship management.
Proactive and results-driven : Ability to work autonomously, anticipate business needs, and drive initiatives forward.
Adaptable and resilient : Ability to handle fast-paced, changing environments.
Confidentiality and discretion : Handle sensitive employee and business information with integrity and trust.
5. Knowledge of Employment Laws and Regulations:
6. Preferred Experience:
Benefits that make life better:
206 hours annual leave per year for employees working 37 hours per week, plus 8 public holidays
4% employer match pension scheme
YuLife wellbeing services, including 24/7 virtual GP service, Employee Assistance Program, personalised online fitness programs, and many more!
Bonus opportunities
Generous paid sick leave
Life assurance cover
Salary sacrifice cycle to work scheme
Onsite gym at both the Fleetlands and Almondbank sites
Electric Vehicle Scheme
Seasonal flu jabs administered on site each year by Bupa
Must be authorised to work in the UK.
Must be present at the relevant work location(s) to support operational needs, work strategically with Rotary leadership and line managers, and be available to respond to emergent issues.
