Senior People Partner - London

In this Senior People Partner role, you will partner with senior leaders to align people strategies with commercial goals, driving high-performing teams and transformative initiatives. You’ll lead organisational change, workforce planning, and talent development to support business growth and exceptional customer experiences. You’ll use people data to influence decisions while ensuring compliance and risk management. This position offers cross-site impact within a fast-paced, matrix organisation and a strong focus on leadership development and stakeholder management.

• Private medical insurance
• Life assurance
• Competitive bonus scheme
• Pension
• Learning and development opportunities
• Wellbeing support

• Partner with senior leaders to drive business performance through people initiatives
• Lead organisational change programmes, restructures, workforce planning projects and consulting processes
• Provide expert guidance on complex employee relations matters, balancing legal compliance with commercial outcomes
• Coach and develop leaders to strengthen capability, confidence and accountability
• Drive talent, succession and capability planning across functions and regions
• Use people data and insights to identify trends, influence decision making and improve business outcomes
• Ensure people practices meet regulatory, safeguarding and compliance requirements
• Collaborate across a matrix organisation to influence and deliver strategic priorities

• Significant HR Business Partnering experience with strong employment law knowledge and experience working with Unions
• Experience partnering with senior leaders in retail, hospitality, leisure, gaming or similarly fast-paced environments; multi-site experience preferred
• Track record of leading transformational people initiatives and organisational change programmes
• Strong commercial awareness and ability to translate business priorities into impactful people plans
• Experience managing complex employee relations cases and organisational risk
• Exceptional stakeholder management, influencing and coaching skills
• Confidence to challenge constructively and drive continuous improvement
• Experience working within a matrix organisation
• Broad HR expertise across employee relations, talent, reward, and learning & development
• CIPD qualification (desirable)

• Stakeholder management
• Influencing skills
• Coaching and people development
• Employment law knowledge
• Workforce planning
• Organisational change management