beam-up - Senior People Partner
Requirements
• Strong employee relations expertise. You've independently managed complex grievances, disciplinaries, investigations, capability and absence cases, with excellent knowledge of UK employment law. • Experience raising performance standards. You know how to help managers address underperformance, make difficult decisions and maintain high expectations. • Sound judgement and commercial awareness. You can assess risk, make pragmatic recommendations and balance the needs of employees with those of the business. • Credibility with managers and leaders. You're confident challenging senior stakeholders, giving clear advice and holding your ground when necessary. • Experience in a scaling organisation. You're comfortable with ambiguity, changing priorities and building processes that are proportionate to the size of the business. • A practical, hands-on approach. You're happy moving between complex casework, manager coaching and improving the underlying processes. You take ownership and follow through. • A mindset for continuous improvement. You look for ways to simplify work, use data and technology effectively, and help managers become more self-sufficient. • Confidence using AI. You use AI tools to improve the speed and quality of your work, while applying appropriate judgement and confidentiality safeguards. • Experience supporting employees across multiple countries, particularly the US or Australia, would be an advantage.
Responsibilities
• Own complex employee relations and performance matters • Lead complex employee relations cases, including investigations, grievances, disciplinaries, capability, absence and sensitive exits. • Advise managers on difficult employee decisions, helping them act promptly, fairly and proportionately. • Take ownership of cases from initial assessment through to resolution, working with external legal advisers where specialist advice is required. • Exercise independent judgement on risk and escalation, involving the Associate Director of People on the most sensitive or high-risk matters. • Identify recurring issues and use these insights to improve how we manage performance and employee relations. • Raise the standard of performance management • Help managers set clear expectations, provide effective feedback and address underperformance early. • Strengthen how we manage probation, ensuring managers make timely, evidence-based decisions. • Support managers through informal performance interventions and formal capability processes. • Embed consistent performance standards across teams, helping managers apply our levelling and progression frameworks. • Help build a culture where strong performance is recognised and difficult conversations happen early. • Build confident, effective managers • Act as a trusted adviser to managers and leaders on everyday people challenges. • Coach managers through difficult conversations and decisions, building their confidence to handle similar situations independently. • Challenge poor management practices constructively and help leaders take accountability for their teams. • Develop practical guidance, tools and resources that make it easier for managers to manage people well. • Work with the wider People team to identify and address recurring management challenges. • Improve how we work as we scale • Help implement improvements to People policies, processes and performance practices. • Use insights from employee feedback, performance, attrition and employee relations to identify emerging issues and help managers take action. • Work closely with People Operations and Systems to simplify processes, reduce manual work and improve the support available to managers. • Contribute to People initiatives where your expertise and experience can have the greatest impact.
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