• Full Time
  • London
  • 75,000 GBP / Year

Our client is the world’s top communications agency group

They are seeking an experienced Senior HR Business Partner to join their Talent Development team supporting 250+ employees in their London offices. The Senior HR Business Partner will act as a strategic partner to various business units, providing expert guidance and support in all aspects of HR management. This role requires a proactive and solutions-oriented individual who can effectively collaborate with stakeholders to support organisational change and drive business success.

Strategic HR Planning/Employee Engagement:

• Support business leadership to develop and implement HR strategies aligned with organizational objectives and implement initiatives to enhance employee engagement and morale.
• Conduct surveys and assessments to gather feedback and identify areas for improvement.

HR Policy and Compliance:

• Ensure compliance with employment laws and regulations. Support TD leadership to develop and maintain HR policies and procedures, and provide guidance to managers and employees on HR-related matters.
Employee Relations:
• Advise and coach senior leaders and line managers to resolve a variety of complex employee relations matters, including conflict resolution, performance management, wellbeing, sickness absence, flexible working and employee concerns so that leaders are empowered to proactively support their teams
• Manage any grievance or disciplinary matters (informal and formal). Seek guidance from the Head of TD as required.
• Champion employee wellbeing by coaching leaders, managers and individuals in support of positive mental health so everyone is able to bring their best selves to work.
• Attend designated business unit team meetings to deepen understanding of practice areas and industry challenges, working to build strong relationships with all team members so that everyone feels comfortable reaching out to you for support.

Talent Acquisition, Compensation & Benefits:

• Working with the TA team, input into resourcing plans, provide advice on salary benchmarking, and immigration guidance.
• Partner with hiring managers and TA to ensure a smooth and efficient hiring and onboarding process.
• Devise and implement cross agency initiatives to attract and retain top talent.
• Ensure you can confidently respond to benefit and contractual queries.
• Support the roll out and comms around any new soft or formal benefits that are implemented agency wide.


• Immigration – coach juniors as needed to ensure that we are continuing to maintain compliance and best practice.
• Global mobility – partner with global TD colleagues to support inbound and outbound secondments/transfers for your practice area.
• NYLON/EMEA Connect – support PL’s to identify appropriate opportunities as part of individual development plans.

Performance Management, Career Mapping & Succession Planning:

• Support the performance management process, including helping managers with goal setting, feedback, and development planning. Provide coaching and support to managers on performance-related matters.
• Lead annual talent mapping exercises for each practice group and partner practice management teams to implement action plans for the career development of individual team members and play a role in upskilling managers on the performance management framework and help them to identify stretch opportunities for their linees.
• Working with the global team, review, and lead the roll out of our refreshed career development framework.

Learning & Development:

• Encourage the development and implementation of the agencies learning and development strategy.
• Provide feedback to the L&D Senior Manager on team specific training needs and help to identify trainers and build in plans to the wider EDGE London programme that addresses their needs.
• Support the roll out of new programmes – promote participation of agency wide upskilling and work to identify those that would benefit from each new focus area – Data Fluency, Strengths Line Manager Development series, Apprenticeships.


• Meet new hires as part of their induction process and check in with them at the 3 month point to evaluate progress.
• Liaison with the Operations team to develop strong operational understanding.
• Conduct all exit interviews for Directors & above and work with wider team to ensure all exit interviews are conducted & analysed.
• Provide anonymous or consented feedback to leadership in order to improve culture or team effectiveness where needed.


• Partner the DE&I team to ensure talent initiatives align with the agency’s DE&I vision.
• Provide feedback on behalf of practices to the DE&I team so they are better informed about the issues and challenges that occur on a practice level.
• Actively participate in some of the steering group committees or ERG’s that resonate with you.

Line Management:

• Daily management and development of mid-junior team members, including strong direct line management of team members. You’ll provide regular coaching and mentorship and support and champion each of the team members.

HR Metrics and Reporting:

• Collect and analyse HR data to measure the effectiveness of HR programmes and initiatives. Prepare reports and presentations for senior management as needed e.g. GPG and EPG.

Cross Agency Strategic Projects:
  •  Leading and supporting projects and new initiatives in support of FH’s talent strategy which will include:
  •  Support the DE&I lead/TD team to ensure talent initiatives align with the agency’s DE&I vision.
  •  Support the development of team and agency culture initiatives and embed our ‘Regs’ (our values) into talent initiatives ensuring that we have an inclusive culture where people feel supported and welcome.
    Support and where necessary lead on employee engagement campaigns and agency change initiatives.
  •  Partner leadership and management development so that teams can thrive and work effectively in our hybrid world.
  •  Embed the strengths-based development approach throughout talent initiatives, with a focus on advocating career development, including becoming a strengths coach.
    Implement and devise actions resulting from global and local employee engagement surveys.
  •  Confidently present survey insights or updates on TD project work to the wider team/ agency.
    Supporting external marketing of the agency with contributions towards agency award entries.
    Play a key role in supporting the co-ordination of the Emerging Talent Programme.
    Build relationships with TD colleagues in EMEA and the wider FH network and support global mobility cases in partnership with other network offices.
  • Become familiar with key policies and approaches to support client teams in responding to RFI’s as needed.
 Organisational Change:

• Support organisational change initiatives, including restructuring, mergers, and acquisitions.
• Confidently lead and navigate through re-structure periods, providing guidance to managers and employees to facilitate smooth transitions as required.
• Dependent upon your skills, previous experience and the complexities of the situations, you will be required to facilitate discussions around change and transformation. Working to identify when and where change management is needed and proactively participate in developing and implementing plans on a business unit level. Building up a track record of driving organizational change, demonstration of strong employment law knowledge and extensive complex ER experience alongside leading strategic initiatives for the agency as a whole will put you on the path to Directorship.

What they offer:

• A warm and friendly team with a fantastic portfolio of global and UK clients
• A truly global network, the opportunity to be part of multi-market campaigns, regularly working with colleagues across the globe
• Global mobility, a programme of short-term or permanent exchange opportunities, particularly in EMEA or the US
• A strengths-based L&D framework with an in-house coach and development opportunities for career defining work
• Flexibility. We’ve fully embraced hybrid and flexible working. We have a great office and human contact remains an important element of our culture
• Work-life balance, we all work hard but having a life outside of work matters to all of us, and we support each other to achieve it
• Culture Club – from office manicures, nutritionists, inhouse massage and acupressure sessions, to Yoga on the roof terrace, quizzes, boot camps, exhibits and summer and Christmas get-togethers
• Opportunities to join our Employee Resource Groups (global and local), the Shadow Board or DE&I Steering committee
• A Career Guardian Scheme for underrepresented talent and mentorship opportunities
• Pro-bono comms, volunteer opportunities and personal charity matching
• 25 days of holiday plus a day off on your birthday (or that of your child), all days between Christmas and New Year and a buy-back scheme for those who want more.
• 6-12 week sabbaticals
• BUPA medical cover – including 24/7 virtual GP, funded eye tests, fertility, and menopause support
• Permanent Health Insurance
• Employee Assistance Programme (EAP)
• Generous Pension contributions, personal finance clinics and Life Assurance
• Discounted gym membership and FHeel Well reimbursement
• Cycle2Work scheme and season ticket loans
• Generous parental leave and emergency childcare provision
• Passion Project Grants – funding for your passions outside of work
• Retail, dinner or spa vouchers for key milestones

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