[What the role is]
The People Organisation Division (POD) partners GovTech’s leaders and business divisions to shape how we organise, develop and grow our people. We are hiring a Senior People Business Partner to take strategic ownership of a portfolio of business units. As a trusted adviser to senior leaders, you will translate business priorities into an integrated people strategy - shaping workforce composition, organisation design, leadership capability and talent decisions to deliver measurable organisational outcomes.[What you will be working on]
People strategy and strategic partnership.
Serve as a trusted adviser and constructive challenger to division leaders.
Translate business direction into a prioritised people agenda, anticipate organisational implications and recommend practical interventions.
Workforce planning and organisation design.
Lead strategic workforce reviews, scenario planning and organisation design.
Shape the size, structure, capabilities and deployment of the workforce, balancing near-term delivery with longer-term needs.
Organisation effectiveness and change.
Diagnose organisational issues, lead the people dimensions of transformation and restructuring, and help leaders embed changes in ways of working, accountabilities and culture.
Performance, talent and succession.
Drive rigorous performance and talent reviews, strengthen calibration quality, build succession pipelines for critical roles and partner leaders to grow the next layer of leadership.
Leadership and manager capability.
Coach senior leaders and people managers, identify systemic capability gaps and partner relevant teams to embed leadership development into day-to-day management practice.
Employee relations and people risk.
Provide sound judgement and counsel on complex and sensitive people matters, ensuring fair, consistent and well-governed outcomes while balancing organisational interests with care for individuals.
People insights and execution.
Use workforce data and organisational insights to identify patterns, test assumptions and influence decisions.
Work across POD and the wider HR ecosystem to deliver integrated solutions and follow through from diagnosis to measurable impact.
[What we are looking for]
At least 10 years of progressive HR experience, including substantial experience as an HR business partner to senior leaders in a complex organisation.
A strong track record in strategic workforce planning, organisation design, organisational change, performance management, talent reviews and succession planning.
Strong business acumen and the ability to connect organisational context, workforce data and people insights to clear, practical recommendations.
Credibility to advise, coach and constructively challenge senior stakeholders, with the communication skills to influence complex decisions.
Sound judgement, resilience and discretion in navigating ambiguity, competing priorities and sensitive employee matters.
A collaborative, enterprise mindset and a demonstrated ability to mobilise centres of expertise, HR peers and business stakeholders around shared outcomes.
Experience in technology, the public sector or a transformation-intensive environment would be advantageous.
