About this role
[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.