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Trinity House Group are exclusively partnered with a long standing client to recruit a Senior Management Accountant role, sitting within a substantial West Midlands based business. The finance function supports a sizeable trading entity alongside group consolidation reporting, giving genuine exposure to both operational finance and group level accounting. The role is based in the West Midlands, with hybrid working and a salary of up to £65,000. This role has a clearly defined route to Financial Controller, with the current post holder involved in shaping succession into that position as the group's reporting requirements evolve. For those with a more commercial leaning, there's equally a path into business partnering and commercial finance. You'll take ownership of the monthly management accounts process, act as the go to person for operating cost analysis across a significant P&L, and work closely with functional directors on budgeting, forecasting and variance analysis. There's also meaningful group consolidation work, including intra-group accounting and indebtedness reporting, alongside budget and forecast balance sheet and cash flow production. The Role\n\n • Lead and coordinate the monthly management accounts process for a trading entity and its group holding structure\n, • Own the full suite of operating cost lines end to end, covering payroll, supplies and third party services, both P&L and balance sheet\n, • Produce group consolidated accounts, including intra-group loan, interest and indebtedness reporting\n, • Business partner functional directors and managers on cost analysis, variance analysis and investment decisions\n, • Build headcount and departmental cost budgets and forecasts in partnership with HR and operational leaders\n, • Produce budget and forecast balance sheet and cash flow projections\n, • Support statutory and regulatory reporting requirements\n About You\n\n, • Qualified or actively studying (ACA/ACCA/CIMA) with experience gained in a substantial industrial or manufacturing environment\n, • Confident with general ledger accounting and balance sheet reconciliations\n, • Comfortable with intra-group and consolidation accounting\n, • Strong Excel skills to intermediate level or above, with the ability to translate data into clear reporting for senior stakeholders\n, • A naturally curious operator who challenges the status quo and drives process improvement, rather than someone looking to always do things in the same way\n

Wolverhampton 3-4 days a week \n \n We're partnering with a large, complex advanced engineering and manufacturing organisation to appoint an HR Business Partner supporting a significant operational business unit alongside several specialist functions. \n \n This isn't the type of HRBP role where you spend your days updating policies, forwarding emails or sitting on the sidelines giving advice from afar. \n \n You'll be embedded within the business. Part of leadership teams. Close to operational challenges. Trusted by managers when things get difficult. Involved in real people problems, organisational change, talent decisions and business critical projects. \n \n It's a role for someone who genuinely enjoys business partnering and wants to have a visible impact. \n \n The reality of the role \n The business is going through significant change and investment. \n There are major systems implementations underway, organisational design projects taking shape, critical skills shortages to solve, succession challenges to address and a growing demand for stronger leadership capability across the organisation. \n \n Some days you'll be coaching managers. \n \n Some days you'll be handling a complex grievance or dismissal case. \n \n Other days you'll be analysing workforce challenges, supporting recruitment of hard to find talent, helping shape organisational structures or contributing to business wide change initiatives. \n \n No two weeks look the same. \n \n The primary focus initially will be supporting a high performing operational division alongside a portfolio of corporate functions including areas such as IT, programmes, engineering and planning. You'll quickly become the go to person for leaders who need pragmatic, commercial and credible people support. \n \n What we're looking for \n The title isn't the important bit. \n You may already be an HR Business Partner. \n You might be a Senior HR Advisor, HR Manager or People Partner operating at HRBP level without officially carrying the title. \n \n What matters is that you're already doing many of the following: \n\n • Partnering with managers and leaders rather than purely providing administrative HR support.\n, • Managing employee relations cases with confidence, including disciplinary, grievance, performance, absence or restructuring activity.\n, • Influencing stakeholders and challenging appropriately when needed.\n, • Supporting talent reviews, succession planning or workforce planning discussions.\n, • Contributing to change initiatives, restructures or organisational improvement projects.\n, • Working within manufacturing, engineering, logistics, operational, retail or similarly fast-paced environments.\n\n \n You'll probably enjoy getting stuck into problems rather than waiting for someone else to solve them. \n You'll be comfortable operating where there isn't always a neat answer. \n You'll enjoy building trust and becoming part of a leadership team rather than sitting outside it. \n \n What will make you successful \n The people who thrive here tend to be: \n\n • Curious about how businesses actually work.\n, • Comfortable with ambiguity and frequent change.\n, • Strong communicators who can influence without creating conflict.\n, • Resilient enough to handle challenge and competing priorities.\n, • Collaborative and happy working across complicated organisational structures.\n, • Commercially minded and interested in how people decisions impact business performance.\n, • Driven to improve things rather than simply maintain them.\n\n \n Most importantly, you'll have the confidence to challenge senior stakeholders constructively when needed whilst still building strong relationships. \n \n What this role isn't \n This isn't a pure HR administration role. \n It isn't a policy writing role. \n It isn't a role for someone looking for a quiet stop-gap before the next opportunity. \n And it probably isn't right for someone who prefers to stay away from employee relations entirely. \n The reality is that some of the work is difficult. There are complex cases, demanding stakeholders and challenging projects. \n But that's also where the development comes from. \n \n Why join? \n The scale of the organisation means there is always something new to learn. \n HR Business Partners regularly move between different business areas, giving exposure to new leaders, different challenges and wider organisational experience. \n You'll work alongside a highly supportive HR team who genuinely collaborate and share knowledge. \n \n You'll gain exposure to large-scale change programmes, operational leadership teams, talent strategy, workforce planning and business-critical projects that many HR professionals simply don't get access to. \n \n If you're looking for an easy ride, this probably isn't the role for you. \n \n If you're looking for a role that will stretch you, build your capability and accelerate your HR career, we'd like to speak with you. \n \n If you're currently doing much of this already, even if your current title doesn't say "HR Business Partner", we'd encourage you to apply.

Join LGPS Central at a pivotal moment, where investment meets long-term impact. \n \n The Reward & Performance Partner will play a pivotal role in shaping and delivering LGPS Central’s reward and performance agenda. The role will lead high-impact work across base pay, variable pay, benefits, pensions, benchmarking, job architecture, reward governance, and the development of a clear, consistent performance approach that strengthens accountability, performance culture and organisational outcomes. \n \n The role will help shape a reward and performance framework that is fair, transparent, market-informed and designed to support a high-performing, inclusive culture. The postholder will bring strong technical expertise, sharp analytical thinking, and credible stakeholder influence, working in close partnership with the Chief Transformation Officer, Head of People and the wider team, to drive well-evidenced decisions, stronger performance outcomes and meaningful people impact. \n \n This is a unique opportunity to shape reward and performance practices that support the People Strategy, embed V2MOM performance objectives, reflect regulatory expectations, strengthen organisational resilience, and serve the long-term interests of LGPS Central and its Partner Funds. \n \n What you’ll be doing: \n Reward Strategy and Framework Development \n\n • Deliver LGPS Central’s total reward review in line with the People Strategy and agreed reward principles\n, • Lead activity across base pay, variable pay, benefits, pensions and total reward\n, • Help shape a fair, transparent and market-informed reward framework\n, • Ensure reward recommendations support performance, inclusion and a positive employee experience\n, • Support reward practices that recognise performance, contribution and impact\n\n Benchmarking, Pay Analysis and Job Architecture \n\n • Lead the annual benchmarking cycle, working with external advisers where needed\n, • Deliver pay benchmarking, comp-ratio analysis, market insight and reward modelling\n, • Support the design and development of job architecture and clear job levelling\n, • Turn analysis into clear, evidence-based recommendations\n\n Performance approach, objectives and culture \n\n • Own and evolve LGPS Central’s performance approach, ensuring it is simple, consistent, outcome-focused and aligned to the People Strategy.\n, • Lead the development and embedding of a stronger performance culture, with clear expectations, meaningful performance conversations and evidence-based outcomes.\n, • Support leaders to set, cascade and calibrate V2MOM performance objectives so individual and team objectives are aligned to corporate priorities, business outcomes and cultural expectations.\n, • Use performance insight, calibration outputs and colleague data to identify trends, strengthen accountability and improve the quality and consistency of performance outcomes.\n\n Variable pay and performance-linked reward \n\n • Lead the delivery and modelling of variable pay and incentive frameworks, drawing on external expertise where needed.\n, • Ensure performance metrics are integrated into incentive design, aligned to V2MOM objectives, the corporate scorecard, business priorities and risk expectations.\n, • Own the connection between performance outcomes and pay decisions, ensuring reward outcomes are fair, consistent, evidence-based and clearly governed.\n, • Ensure variable pay approaches support sustainable performance, strong governance, appropriate risk outcomes and a positive colleague experience.\n, • Promote credible performance-linked reward through clear principles, robust calibration and transparent decision-making.\n\n Governance, reporting, and stakeholder engagement \n\n • Prepare high-quality committee papers, analysis, and recommendations for PCRC, RemCo, NomCo and other governance forums.\n, • Engage the Senior Leadership Group, Executive Committee, the Chief People & Transformation Officer and other senior stakeholders.\n, • Manage relationships with external reward advisers and other third-party partners.\n, • Present reward data, options, and recommendations clearly, with appropriate context and risk insight.\n, • Build trusted relationships across the business to strengthen understanding, confidence and engagement in reward and performance practices.\n\n Data, systems, and process improvement \n\n • Own reward data, modelling and analysis, ensuring accuracy, confidentiality, and strong governance.\n, • Identify opportunities to improve reward processes, reporting, data quality, and system use.\n, • Develop efficient, reliable pay modelling tools and analytical approaches.\n, • Ensure reward activity is delivered in a controlled, well-documented and auditable way.\n\n Compliance, regulation, and risk management \n\n • Ensure reward structures and recommendations reflect FCA requirements and broader governance expectations.\n, • Support reward activity in line with LGPS Central’s risk culture, risk appetite, and internal policies.\n, • Identify and escalate reward-related risks, issues, and as appropriate.\n, • Build a strong understanding of the LGPS landscape, implicationsPartner Fund expectations and the wider impact of reward decisions\n\n \n About Us \n LGPS Central (LGPSC) Ltd is the FCA regulated asset manager for fourteen local authority pension funds across the Midlands. LGPSC is jointly owned on an equal shares basis by those Partner Fund, and it is responsible for managing £100bn+ of their assets. It is one of six Local Government Pension Scheme (LGPS) asset pools in the UK. \n LGPS Central’s Partner Funds are: \n\n • Cheshire Pension Fund\n, • Derbyshire Pension Fund\n, • Leicestershire Pension Fund\n, • Nottinghamshire Pension Fund\n, • Shropshire Pension Fund\n, • Staffordshire Pension Fund\n, • West Midlands Pension Fund\n, • Worcestershire Pension Fund\n, • Gloucestershire Pension Fund\n, • Hampshire Pension Fund\n, • Suffolk County Council\n, • Wiltshire Pension Fund\n, • Norfolk Pension Fund\n, • Oxfordshire Pension Fund\n\n \n The Company is committed to responsible investment and has made responsible investment a core part of the investment process in every asset class. \n \n LGPS Central offers a friendly and diverse, hybrid working environment with a range of employee benefits. The Company moved to new premises at i9, Wolverhampton Interchange in January 2022, close to local transport links. \n \n Our objective is to be a leading investment management company working with and for our Partner Funds. With a focus on value for money and performance we want to aspire to be one of the best because this is how we will deliver the superior investment returns and low costs for our Partner Funds \n \n Requirements \n\n • Significant reward experience in financial services, asset management, or a similarly regulated environment.\n, • Strong technical reward expertise, analytical depth and a good understanding of performance frameworks, objective setting and performance calibration.\n, • Proven ability to engage and influence senior stakeholders and committees with confidence and credibility.\n, • Excellent judgement, attention to detail and the ability to balance rigour with pragmatism.\n, • Strong communication and relationship-building skills, with the ability to influence senior leaders, boards, and external partners.\n, • Commercially aware, with the ability to align people and reward priorities to organisational goals and financial context.\n, • High degree of professional ethics, integrity, and gravitas.\n, • Strong analytical skills, including the ability to use performance, pay and workforce insight to support robust, evidence-based decisions.\n, • Highly effective partnering skills, with the ability to build trust, create momentum and work across the organisation.\n, • A growth mindset, with the ability to learn quickly, drive continuous improvement and bring fresh thinking across reward and performance.\n\n \n Qualifications: \n\n • Degree level or equivalent in a relevant discipline.\n, • Reward, HR, finance, pensions or related professional qualification would be advantageous.\n\n \n What do we offer? \n We are proud to provide our people with a premium and exclusive benefits package and we are continually improving the rewards we offer. Here are a few of the valuable rewards that you will enjoy: \n\n • Competitive salary\n, • An enhanced and generous Pension Scheme\n, • 30 days' paid holiday plus bank holidays\n, • 2 days paid volunteering days\n, • An extra paid Company Day in addition to paid holidays\n, • Excellent Learning & Development Opportunities\n, • Welfare and Family-friendly policies\n, • Enhanced pay for new parents\n, • Access to our Employee Assistance Programme - 24-7 Health & Wellbeing Support\n, • Vitality Private Medical Insurance\n, • Hybrid Working\n, • Company Service Awards\n, • Cycle to Work Scheme\n, • Company Electric Vehicle Scheme\n, • Nominees of the Family Friendly Employer of the Year 2022 - Personnel Today Awards 2022\n, • Winner of the Cultural Awareness Initiative of the Year - FT Advisors Diversity in Finance Awards 2023\n, • Winner of Diversity and Inclusion Award LAPF In Investments Award 2023\n, • Winner of LAPF Investment Innovation\n, • Winner of Pool of the Year 2025\n

Moog is a performance culture that empowers people to achieve great things. Our people enjoy solving interesting technical challenges in a culture where everyone trusts each other to do the right thing. For you, working with us can mean deeper job satisfaction, better rewards, and a great quality of life inside and outside of work.Job Title:Knowledge Management Business Partner - EuropeReporting To:Director, Knowledge ManagementWork Schedule:Onsite – Tewkesbury, GBRMoog’s Corporate Group is seeking a Knowledge Management (KM) Regional Business Partner in Tewkesbury or Wolverhampton, UK to join the Knowledge Management Organization. In this role, you will be responsible for driving knowledge management initiatives across all Moog business units in the European region.You will support strategic priorities defined by Moog Executive Team and regional senior leaders, ensuring critical knowledge is effectively captured, stored, and shared to strengthen operational excellence and innovation.To be considered for the KM Regional Business Partner, here’s what you’ll need to bring with you:Bachelor's Degree in Engineering, Operations, Business or related field10+ years of operations, quality, or engineering experience in aerospace and defense including work with products, systems, and standards3+ years of people leadership experience, including developing and coaching high-performing teamsExperience with ISO9001 and AS9100 human capital, organizational knowledge, competence and skills requirements and complianceProven ability to lead through influence and partner cross-functionally to achieve operational objectivesExperience effectively leading teams through organizational and process changeContinuous improvement mindset with demonstrated success developing strategy and implementing process or program improvementsStrong written, verbal, and interpersonal communication skillsSolid technical and project management capabilitiesWillingness to travel up to 30%, as neededIt would be ideal if you also had the following preferred qualifications: Experience with Knowledge Management systems, frameworks, or toolsFamiliarity with Moog products, systems, and standardsExperience with Teamcenter or similar PLM systemsExposure to AI, data, or digital solutions applied to knowledge managementAs the KM Regional Business Partner, you will…Lead & Build Capability: Establish and lead KM support team executing projects and process implementations aligned with priorities. Establish and lead regional steering committees to ensure close connection with regional Operations and HR teams.Strategy Development & Execution: Develop and execute 1–3 year KM strategies to close regional knowledge gaps in key areas; partner with regional leaders to deploy and sustain KM practices within their organizations in alignment with Moog global standardsKnowledge Capture & Sharing: Collaborate with senior technical experts to capture and grow bench strength of critical process and product knowledge using KM systems, fostering a strong culture of knowledge sharingSystems & Integration: Partner with Corporate KM team and regional leadership to ensure knowledge capture aligns with future-state systems and is accessible, usable, and scalablePerformance Measurement: Define, measure, and continuously improve KM effectiveness through metrics and feedbackTraining & Adoption: Partner with regional resources to deploy training and awareness programs that promote KM system usage and best practices across all sites in the regionCross-Functional Collaboration: Work closely with other KM Business Partners, Instructional Design, and Data Analytics teams to ensure enterprise KM alignmentHow we care for you:Flexible benefits package and development opportunities to support career progressionCompetitive annual leave entitlement (including bank holidays)Private medical insurance, mental health support, and financial wellbeing resourcesGenerous life assurance and company pension contributionEmployee share options, free onsite parking, and EV charging#LI-TB2SummaryLocation: Tewkesbury, GBR; Luton, GBR; Wolverhampton, GBRType: Full time

Whether you're already operating as a Head of HR or you're an exceptional Senior HR Business Partner ready to take your first step into a Head of HR position, we'd love to hear from you. This role is suited to an ambitious HR leader who thrives in a fast-paced environment, enjoys rolling up their sl

As the senior advisor on executive reward matters, you will partner with HR and business leaders to design, implement, and govern compensation and equity incentives. You will combine strategic advisory with hands‑on execution, ensuring competitive, compliant, and effective reward practices across

Join LGPS Central at a pivotal moment, where investment meets long-term impact. The Reward & Performance Partner will play a pivotal role in shaping and delivering LGPS Central’s reward and performance agenda. The role will lead high-impact work across base pay, variable pay, benefits, pensions, benchmarking, job architecture, reward governance, and the development of a clear, consistent performance approach that strengthens accountability, performance culture and organisational outcomes. The role will help shape a reward and performance framework that is fair, transparent, market-informed and designed to support a high-performing, inclusive culture. The postholder will bring strong technical expertise, sharp analytical thinking, and credible stakeholder influence, working in close partnership with the Chief Transformation Officer, Head of People and the wider team, to drive well-evidenced decisions, stronger performance outcomes and meaningful people impact. This is a unique opportunity to shape reward and performance practices that support the People Strategy, embed V2MOM performance objectives, reflect regulatory expectations, strengthen organisational resilience, and serve the long-term interests of LGPS Central and its Partner Funds. What you’ll be doing:Reward Strategy and Framework DevelopmentDeliver LGPS Central’s total reward review in line with the People Strategy and agreed reward principlesLead activity across base pay, variable pay, benefits, pensions and total rewardHelp shape a fair, transparent and market-informed reward frameworkEnsure reward recommendations support performance, inclusion and a positive employee experienceSupport reward practices that recognise performance, contribution and impactBenchmarking, Pay Analysis and Job ArchitectureLead the annual benchmarking cycle, working with external advisers where neededDeliver pay benchmarking, comp-ratio analysis, market insight and reward modellingSupport the design and development of job architecture and clear job levellingTurn analysis into clear, evidence-based recommendationsPerformance approach, objectives and cultureOwn and evolve LGPS Central’s performance approach, ensuring it is simple, consistent, outcome-focused and aligned to the People Strategy.Lead the development and embedding of a stronger performance culture, with clear expectations, meaningful performance conversations and evidence-based outcomes.Support leaders to set, cascade and calibrate V2MOM performance objectives so individual and team objectives are aligned to corporate priorities, business outcomes and cultural expectations.Use performance insight, calibration outputs and colleague data to identify trends, strengthen accountability and improve the quality and consistency of performance outcomes.Variable pay and performance-linked rewardLead the delivery and modelling of variable pay and incentive frameworks, drawing on external expertise where needed.Ensure performance metrics are integrated into incentive design, aligned to V2MOM objectives, the corporate scorecard, business priorities and risk expectations.Own the connection between performance outcomes and pay decisions, ensuring reward outcomes are fair, consistent, evidence-based and clearly governed.Ensure variable pay approaches support sustainable performance, strong governance, appropriate risk outcomes and a positive colleague experience.Promote credible performance-linked reward through clear principles, robust calibration and transparent decision-making.Governance, reporting, and stakeholder engagementPrepare high-quality committee papers, analysis, and recommendations for PCRC, RemCo, NomCo and other governance forums.Engage the Senior Leadership Group, Executive Committee, the Chief People & Transformation Officer and other senior stakeholders.Manage relationships with external reward advisers and other third-party partners.Present reward data, options, and recommendations clearly, with appropriate context and risk insight.Build trusted relationships across the business to strengthen understanding, confidence and engagement in reward and performance practices.Data, systems, and process improvementOwn reward data, modelling and analysis, ensuring accuracy, confidentiality, and strong governance.Identify opportunities to improve reward processes, reporting, data quality, and system use.Develop efficient, reliable pay modelling tools and analytical approaches.Ensure reward activity is delivered in a controlled, well-documented and auditable way. Compliance, regulation, and risk managementEnsure reward structures and recommendations reflect FCA requirements and broader governance expectations.Support reward activity in line with LGPS Central’s risk culture, risk appetite, and internal policies.Identify and escalate reward-related risks, issues, and as appropriate.Build a strong understanding of the LGPS landscape, implicationsPartner Fund expectations and the wider impact of reward decisions About UsLGPS Central (LGPSC) Ltd is the FCA regulated asset manager for fourteen local authority pension funds across the Midlands. LGPSC is jointly owned on an equal shares basis by those Partner Fund, and it is responsible for managing £100bn+ of their assets. It is one of six Local Government Pension Scheme (LGPS) asset pools in the UK.LGPS Central’s Partner Funds are:Cheshire Pension FundDerbyshire Pension FundLeicestershire Pension FundNottinghamshire Pension FundShropshire Pension FundStaffordshire Pension FundWest Midlands Pension FundWorcestershire Pension FundGloucestershire Pension FundHampshire Pension FundSuffolk County CouncilWiltshire Pension FundNorfolk Pension FundOxfordshire Pension Fund The Company is committed to responsible investment and has made responsible investment a core part of the investment process in every asset class. LGPS Central offers a friendly and diverse, hybrid working environment with a range of employee benefits. The Company moved to new premises at i9, Wolverhampton Interchange in January 2022, close to local transport links. Our objective is to be a leading investment management company working with and for our Partner Funds. With a focus on value for money and performance we want to aspire to be one of the best because this is how we will deliver the superior investment returns and low costs for our Partner Funds RequirementsSignificant reward experience in financial services, asset management, or a similarly regulated environment.Strong technical reward expertise, analytical depth and a good understanding of performance frameworks, objective setting and performance calibration.Proven ability to engage and influence senior stakeholders and committees with confidence and credibility.Excellent judgement, attention to detail and the ability to balance rigour with pragmatism.Strong communication and relationship-building skills, with the ability to influence senior leaders, boards, and external partners.Commercially aware, with the ability to align people and reward priorities to organisational goals and financial context.High degree of professional ethics, integrity, and gravitas.Strong analytical skills, including the ability to use performance, pay and workforce insight to support robust, evidence-based decisions.Highly effective partnering skills, with the ability to build trust, create momentum and work across the organisation.A growth mindset, with the ability to learn quickly, drive continuous improvement and bring fresh thinking across reward and performance. Qualifications:Degree level or equivalent in a relevant discipline.Reward, HR, finance, pensions or related professional qualification would be advantageous. What do we offer?We are proud to provide our people with a premium and exclusive benefits package and we are continually improving the rewards we offer. Here are a few of the valuable rewards that you will enjoy:Competitive salaryAn enhanced and generous Pension Scheme30 days paid holiday plus bank holidays2 days paid volunteering daysAn extra paid Company Day in addition to paid holidaysExcellent Learning & Development OpportunitiesWelfare and Family-friendly policiesEnhanced pay for new parentsAccess to our Employee Assistance Programme - 24-7 Health & Wellbeing SupportVitality Private Medical InsuranceHybrid WorkingCompany Service AwardsCycle to Work SchemeCompany Electric Vehicle SchemeNominees of the Family Friendly Employer of the Year 2022 - Personnel Today Awards 2022Winner of the Cultural Awareness Initiative of the Year - FT Advisors Diversity in Finance Awards 2023Winner of Diversity and Inclusion Award LAPF In Investments Award 2023Winner of LAPF Investment InnovationWinner of Pool of the Year 2025

Are you an experienced Strategic HR Business Partner with a track record of partnering at senior leadership level to drive organisational performance, workforce planning and complex people initiatives? We are recruiting for an exciting 12-month fixed-term opportunity to support senior stakeholders,

Client Details Are you an experienced Strategic HR Business Partner with a track record of partnering at senior leadership level to drive organisational performance, workforce planning and complex people initiatives? We are recruiting for an exciting 12-month fixed-term opportunity to support senio

Your New Organisation We are working with a Public Sector organisation who are looking to recruit a HR Manager to lead and deliver a comprehensive people strategy across a geographically dispersed workforce. This is a fully remote opportunity, ideal for an HR professional who thrives in a fast-paced environment and enjoys partnering with leaders to create a high-performing, engaged and inclusive culture. Your New Role Reporting into the senior leadership team, you will take ownership of the full employee lifecycle and provide both strategic and operational HR support across the business. Key responsibilities will include: Acting as a trusted advisor to managers on all people-related matters Leading employee relations activity, including disciplinary, grievance, absence management and performance cases Supporting organisational change initiatives, restructures and business transformation projects Supporting workforce planning, talent management and succession planning activities Overseeing recruitment and onboarding processes Producing and analysing HR metrics to support business decision-making Ensuring compliance with UK employment legislation and HR best practice Managing and developing HR processes to improve efficiency and employee experienceWhat You'll Need to Succeed To be successful in this role, you will be an experienced HR professional who can build strong relationships remotely and confidently influence stakeholders at all levels. You will ideally have: Proven experience in an HR Manager or Senior HR Business Partner role within a public sector organisation Strong employment law knowledge and employee relations expertise Experience managing change and organisational development initiatives CIPD Level 5 qualification or above, or equivalent experience Experience supporting a multi-site or remote workforce Strong coaching, influencing and stakeholder management skills Excellent communication skills with the ability to work autonomously A proactive, commercially focused approach to HRWhat you need to do now If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us now. If this job isn't quite right for you, but you are looking for a new position, please contact us for a confidential discussion about your career. Hays Specialist Recruitment Limited acts as an employment agency for permanent recruitment and employment business for the supply of temporary workers. By applying for this job you accept the T&C's, Privacy Policy and Disclaimers which can be found at (url removed)

HR Business Partner | Healthcare Sector | Remote with weekly travel to the Midlands | Full Time, Permanent | Up to £55,000 + £3,000 a year Car Allowance Gleeson Recruitment Group is partnering with a well-established, multi-site health care organisation to recruit an experienced HR Busi

We are looking for a HR Business Partner to join our Human Resources department, reporting to the Head of HR and People. As an HR Business Partner, you will act as a trusted advisor to managers and senior leaders, driving HR initiatives that align with business objectives. You will lead on HR projects, ensure compliance with employment legislation, and optimise HR systems to deliver efficient and accurate processes. Key Responsibilities Partner with managers across the business to provide expert HR guidance and support throughout the entire employee lifecycle. Lead strategic HR projects, including organisational change initiatives, policy development, and continuous process improvement. Manage and optimise HR systems, overseeing upgrades, user acceptance testing, troubleshooting, and data integrity to improve operational efficiency. Coordinate end-to-end payroll processes with an external managed service provider, ensuring accuracy, compliance, and timely delivery. Drive continuous improvement of HR processes and systems, embedding best practice while maintaining compliance with employment legislation. Support workforce planning, talent management, and succession planning to meet current and future business needs. Collaborate with key stakeholders to develop and implement employee engagement and wellbeing initiatives. Manage complex employee relations cases, providing pragmatic advice and ensuring fair, consistent, and legally compliant outcomes. Design and delivered training and coaching for managers on HR policies, procedures, and HR systems. Key Skills & Experience CIPD Level 5 qualified (or equivalent), with a strong foundation in HR best practice. Proven experience as an HR Business Partner or HR Advisor, providing commercially focused people solutions. Strong expertise in HRIS management, systems optimisation, and HR technology. Demonstrated success in leading HR projects from planning through to implementation and delivery. Comprehensive knowledge of UK employment law and its practical application within the workplace. Strong analytical capability with experience interpreting HR data to inform business decisions and identify trends. Excellent communication, influencing, and stakeholder management skills, with the ability to build trusted relationships at all levels. Additional Experience Experience supporting retail and multi-site operations. Advanced Microsoft Excel and HR reporting skills. CIPD Level 7 qualified (or working towards)

Role: Sales Manager Reporting to: Sales Director Location: Midlands Salary: £40,000 (£60,000 OTE inclucing uncapped commission) The Supply Register is one of the UK’s leading education recruitment managed service providers, partnering with Multi-Academy Trusts, Colleges, and schools to deliver efficient staffing solutions. As part of our continued growth, we are looking for an ambitious and commercially driven Sales Executive to help expand our Managed Service offering across Multi-Academy Trusts (MATs) and College Groups throughout the UK. We are looking for someone who has a proven record of identifying opportunities, building senior stakeholder relationships, and successfullysecuring new business. The Role: Reporting into the Sales Director, you will play a pivotal role in driving new business growth by proactively engaging with Multi-Academy Trusts across the UK. You will be responsible for developing and managing a strong sales pipeline, leading sales conversations, and positioning The Supply Register’s managed service solutions as the partner of choice within the education sector. This role is ideal for someone with a strong background in sales who enjoys building long-term partnerships and has a genuine passion for improving outcomes within education. As a sales executive, you will work closely with the leadership team to drive strategic growth and expand The Supply Register’s presence across the education sector. Role & Responsibilities: Proactively identify, target and secure new managed service opportunities with Multi-Academy Trusts. Develop and execute strategic business development plans to achieve revenue and growth targets. Build relationships with key decision-makers including CEOs, CFOs, HR Directors, Procurement leads, and Trust leadership teams. Conduct discovery meetings, presentations and contract renewal discussions Support with tender opportunities and proposal creation. Build effective relationships with existing clients to work towards contract renewals Work collaboratively with the internal partnership teams to ensure successful onboarding and implementation of new partnerships. Maintain accurate sales forecasting and pipeline reporting. Regularly attend industry networking events, conferences and education sector exhibitions. Continue to stay informed of education sector trends, procurement frameworksand competitor activity. Visit individual school & college locations throughout the implementation process to fully onboard and engage new partners. Monitor the delivery and success of new clients in line with The Supply Register’s KPI’s What we are looking for: Experience generating new business within the education recruitment sector. Strong background in sales or business development, within education recruitment or managed services. A consultative and strategic sales approach. Excellent presentation, negotiation, and communication skills. A highly self-motivated and target-driven mindset. A full UK driving license Willingness to travel across the UK when required. Why Join The Supply Register? A generous basic salary Hybrid working Private health care plan Commission structure (after probationary period) 25 days annual leave + birthday + bank holidays + 1 extra day each year increasing to 29 days) Pension scheme

Job ID: JN-072026-7054212Posted: 2026-07-02Location: Wolverhampton, England, GBSalary: 50000 - 58266/yearType: Full-timeCompany: Michael PageContact: Naima HussainJob function: Human ResourcesSubsector: HR Business PartnerSector: Public SectorWhere: WolverhamptonContract type: PermanentConsultant na

As an HR Business Partner (HRBP) in a dynamic manufacturing environment, you will act as a strategic partner to multiple internal client groups, supporting the full employee lifecycle. The Opportunity We are currently looking for an HR Business Partner based in our Dundee site to join our Business H

Key ResponsibilitiesPartner with leaders on performance, capability, organisation, and cultureTranslate business priorities into effective people plansLead workforce planning to ensure the right capability and talentProvide commercial HR guidance and challenge decision-makingCoach and develop leader

Reporting to the Head of Finance Business Partnering, you will own the financial workstream across the full M&A lifecycle, from early‑stage assessments through to post‑deal performance tracking. Job title - Senior Finance Business Partner – M&A and StrategyJob Type - Full timeLocation – Malv

At least 5 years' experience in an HR Business Partner or senior generalist HR role. We are looking for a commercially focused HR Business Partner to act as an operational people partner to business leaders across our organisation, supporting strategic goals. Job Description:As a trusted advisor, th

Finance Business Partner Hybrid (2-3 days office) | Permanent A well-established organisation is looking to appoint a commercially minded Finance Business Partner to support senior stakeholders across a large, multi-functional business. Responsibilities * Business partnering with senior operationa

SF Partners have an exciting & exclusive opportunity for a commercially focused finance leader to join an outstanding business & partner with the senior leadership team of a major business unit. Head of Commercial Finance / Senior Finance Business Partner. Act as a trusted business partner to senior

At DS Smith Packaging, we're looking for a dynamic Senior HSE Business Partner to play a pivotal role in elevating Health, Safety, Environment and Risk standards across our UK & Ireland operations. As a Senior HSE Business Partner, you will:. This is a high-impact, highly visible role where you'll p

Role: HR Business Partner Location: 4 days Birmingham B29 and B24 (across 2 sites) and 1 day home working Salary: £40,000 – £44,000 dependent on experience Benefits: 27 days annual leave plus bank holidays, free parking, mileage, employee assistance programme, retail & hospitali

As our HR Business Partner, you'll act as a trusted advisor to senior leaders and Home Managers, aligning HR strategy with business goals and driving high-performance across your region. HR Business Partner | South & Midlands. We're looking for an experienced HR Business Partner to support our teams

I am sourcing an experienced hands on HR Business Partner for an initial 6 month FTC to support a fast paced manufacturing business based in Birmingham. You will work closely with managers, providing coaching, guidance and support across the full employee lifecycle Interim HR Business Partner Key r

Head of Commercial Finance / Senior Finance Business Partner Derbyshire - Hybrid SF Partners have an exciting & exclusive opportunity for a commercially focused finance leader to join an outstanding business & partner with the senior leadership team of a major business unit. Key Responsibilities

Exciting HR BP role for a leading logistics business based in the Midlands Client Details Leading logistics business based across the East and West Midlands Description Provide HR advice and support to managers and employees on a range of topics. Profile Proven track record operating at Busines

This role will be instrumental in guiding our clients towards achieving their business objectives by leveraging effective HR practices and providing responsive accurate HR advice and support to Clover HR clients on allHR related issues. The HR Business Partner will manage a designated portfolio of c

HR experience, including HR Business Partner experience. Partner with business to understand organizational priorities and develop people strategies that support business goals. You’ll partner closely with leaders to align people strategies with business objectives, helping build a high-performing

The HRBP Manager acts as a strategic partner to business leaders, driving HR initiatives aligned with organizational goals. Title: Principal HR Business Partner, EMEA Region. Collaborate with business leaders from technical background to understand organizational objectives and design HR strategies

Draig Therapeutics, a rapidly growing clinical-stage biotech, seeks an accomplished HR leader to align people strategies with business objectives across the US and UK. You will partner with leaders to shape workforce planning, talent development, and employee engagement in a mission-driven environme

Act as a role model for finance business partnering by building financial acumen across the disease team through coaching, training and day-to-day decision support. Strong experience partnering senior stakeholders and influencing decisions. Strong business partnering and stakeholder influencing skil

An international business with a multi-billion investment plan over the next 10 years is recruiting for an interim Senior Finance Business Partner to provide strategic financial support across Operations, partnering closely with teams including People, IT and Finance. Partner senior stakeholders acr

The Senior Finance Business Partner (SFBP) is a key strategic leader within the finance function, responsible for driving financial performance, shaping business strategy, and influencing senior stakeholders across the organisation. Lead and develop a high-performing finance business partnering team

Senior IT Business Partner – Corporate Services (IT Business Engagement). This is a pivotal role within IT Business Engagement, designed for someone ready to operate as a senior, trusted technology partner to the business and leadership team. As a Senior IT Business Partner, you will shape how GSM

Cytiva in the United Kingdom seeks a Senior Director, People Partner EMEA to lead a large HR team and shape the associate experience across the region. You will partner with HRBPs, COEs, and Shared Services to deliver scalable, compliant execution and drive people initiatives with impact.

The HR Business Partner supports business units in delivering HR initiatives aligned to organisational goals. Our client is urgently need an HR Business Partner (HRBP) for their Leamington Spa location. Understanding of HR business partnering and employee lifecycle.

You will already be operating as an accomplished Senior HR Business Partner, HR Business Partner or senior operational HR leader within a sizeable, complex organisation. As Senior HR Business Partner, you will act as a trusted adviser and strategic partner to senior operational and functional leader

Partner with senior leaders to align people strategies with business objectives. Proven experience in an HR Business Partner role within a complex organisation. We are seeking an experienced and commercially minded HR Business Partner with strong Organisational Development (OD) expertise to join our

Our client is a data-driven financial services organisation experiencing continued global growth and is seeking an experienced Senior HR Business Partner to help shape and support the next phase of its evolution. Work closely with senior leaders to ensure that business and HR strategies are aligned.

With a clear strategy and a well-aligned people plan already in place, they're now looking to strengthen the HR team with an experienced Senior HR Business Partner. Senior HR Business Partner | Surrey (Hybrid) | £Negotiable, DOE | Permanent. This is a genuinely exciting time to join: you'll build o

Extensive experience operating in a senior HR Business Partner or People Business Partner capacity. Senior People Business Partner. Do you have extensive experience partnering with senior leaders in a complex, high-performance organisation?.

Previous experience in an HR Advisor or Junior HR Business Partner role. This is an exciting opportunity for an ambitious HR professional to develop their business partnering capability while supporting a high-performing manufacturing operation. Do you enjoy partnering with operational leaders to so

The HR Business Partner is an exciting opportunity to be part of this journey join the HR team at our Milton Park office. Reporting to the Head Of HR you will support our retail and head office teams, acting as a trusted business partner to managers across the organisation. You will play a key role

HR Business Partner Location: Thorpe Park , Leeds, Hybrid working. Join us as a HR Business Partner at the heart of our operations, where you'll work side by side with Managers and Team Leaders to navigate complex and sensitive ER cases with confidence, care and commercial focus. Thriving in a f

Partner with assigned businesses and functions to develop direction and culture in line with the Head of HR and the HR department’s overall strategy. Provide management information, detailed analysis, and trends that support business decisions, including reporting to the Head of HR for Business Re