Senior Manager - HR Business Partner H/F

GS Advisory

What they need

The Role Reporting to the HR Director, this is a strategic, hands-on HRBP role working in close partnership with senior leaders across the business. You will translate business goals into robust people strategies, drive change, and act as a trusted advisor across multiple locations.

Key Responsibilities
HR Strategic Planning

• Act as a strategic consultant to senior leaders on all people matters, developing innovative approaches to employee engagement and people management

• Support leaders in executing business plans to deliver commercial benefits by building organisational capability and identifying efficiency gains

• Develop longer-term workforce and talent plans to build the next generation of managers and leaders

• Work with the leadership team to identify competency gaps and devise development plans to drive engagement and retention

• Shape HR strategies aligned to the Group's culture, goals and long-term plans

• Serve as primary HR point of contact for designated business units, ensuring consistent policy application across all offices

Employee Relations

• Track behavioural trends and develop strategies to promote a positive organisational culture

• Lead complex employee relations matters and investigations with professionalism and impartiality

• Champion the professional code of conduct, supporting managers in applying fair, legally compliant HR processes

Recruitment

• Partner with the recruitment team to evolve attraction and resourcing strategies aligned to business needs

• Ensure hiring activity is commercially aligned

• Continuously improve recruitment, onboarding and secondment processes for efficiency and consistency

HR Administration & Compliance

• Lead HR projects and co-lead implementation of operating policies and procedures across the Group

• Oversee HR administration to ensure full compliance with legislation and government reporting requirements

• Liaise with legal counsel when required and represent the organisation at HR forums, consortiums and legal seminars

Performance Management

• Implement retention and talent management strategies to proactively identify people risks

• Lead the Group's performance management cycle including annual reviews, development planning and one-to-one manager support

HR Communication & Reporting

• Devise, implement and analyse HR analytics to support business strategy and surface insights for senior leadership

• Provide regular HR metrics updates to the business

• Create internal communications and team-building initiatives to engage employees across the wider business