Senior People Partner

Contract:  Fixed-term contract – 12 months 
Hours:  Full-time 
Salary:  £55,000 – £65,000 (depending on experience) 
Reporting to:  Chief People Officer (CPO) 
Location:  Borehamwood, with occasional travel across UK and Scotland sites 

Role purpose
The Senior People Partner is a dual-focus role combining hands-on people integration with broad senior business partnering across the Group. 

On one side, the role manages people integration and change activity following acquisitions – partnering newly acquired teams and leaders through their transition into Redsquid’s culture, systems and ways of working, and supporting transformation across a fast-growing, multi-site environment. 

Alongside this, the role acts as a trusted People Partner to managers and leaders more broadly – owning employee relations, contributing to talent management, organisational design and culture, and building manager capability across the wider People agenda beyond integration activity. 

Working closely with the CPO, the wider People team and the management team, the role takes ownership of delivery and outcomes within agreed plans and priorities, using sound judgment to take the initiative and providing insight, feedback and recommendations grounded in close engagement with employees and managers across the Group. 

Key responsibilities
Part one – People integration & transformation 
People integration & M&A execution

Manage people integration activity across acquisitions, taking ownership of delivery and outcomes within the plans and priorities agreed with the CPO.
Deliver contract alignment, policy harmonisation and employment change activity, working closely with the CPO, HR Manager and the wider management team.
Identifyand manage key people-related risks throughout the integration lifecycle, escalating appropriately.
Implement agreed changes across HRIS, payroll, benefits and systems, working with Finance, Payroll and IT.
Lead the preparation and delivery of integration communications and documentation.
Transformation & change

Contribute to organisational design, capability mapping and integration planning, bringing ideas and recommendations of your own.
Support the delivery of transformation and change initiatives across a high-growth, multi-site environment.
Transition & culture alignment

Lead structured integration and transition 1-to-1s with employees joining via acquisition.
Run employee surveys to capture sentiment during periods of rapid change, and act on what they tell you.
Drive the embedding of Redsquid’s culture, values, behaviours and ways of working across acquired teams.

Part two – Broader senior business partnering 
Employee relations & people risk

Act as a trusted People Partner to managers and leaders across the business, beyond integration activity.
Manage a range of employee relations casework, advising and supporting managers to resolve matters fairly and commercially.
Identify and mitigate people-related risks across the wider organisation.
Talent, capability & culture

Contribute to talent management initiatives, including development, retention and succession.
Support organisational design and capability building across the Group.
Champion and embed Redsquid’s culture, values, behaviours and ways of working across established teams.
Manager coaching & leadership support

Coach and support managers through engagement, performance and change conversations.
Build manager capability and confidence in handling people matters independently.
Insight, reporting & handover

Surface people risks, engagement issues and cultural observations to the CPO.
Ensure a structured handover back to the core People team at the close of each integration.
About you

Broad HR generalist or HR Business Partner background, operating confidently at experienced HRBP level.
Proven employee relations experience, managing a range of casework and people risks.
Experience supporting talent management initiatives – development, retention and succession.
Skilled at coaching and supporting managers through engagement, performance and change conversations.
Strong capability across organisational design, culture and ways of working.
Proven experience of managing change and cultural transformation in a high-growth, multi-site environment.
Experience supporting post-acquisition people integration in M&A environments.
Comfortable working at pace in a high-growth, multi-site organisation, including occasional travel across UK and Scotland sites.
Commercially aware, with sound judgment and the ability to balance employee experience with business priorities.
Self-directed and delivery-focused, able to execute against agreed frameworks while exercising practical discretion.
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