Senior People Partner

Tyne & Wear (Ref 792 ) Permanent

£50k – £55k + good pension and hybrid working

Our client is a multi award winning business, fast growing and with a fantastic culture.  The role is available due to an internal promotion, and reports to the Head of People’s & Culture (who is fabulous).

The role

The Senior People Partner is a hands-on, high-impact role sitting at the heart of the People & Culture team. Reporting to the Head of P&C, you’ll be the operational engine of the function – owning the day-to-day while the Head focuses on strategy and the bigger picture.

You’ll partner closely with Directors and Heads of Department, bringing real challenge and support to the people decisions that matter most, while also leading and developing our People Ops team.

You’ll need to be just as comfortable navigating a complex ER case as you are coaching a team member or helping a senior leader think through a tricky decision. If you like variety and want a role where you can genuinely make your mark, this one’s for you.

 

What you’ll do

In this role, you’ll…

• Partner with Directors and Heads of Department as their trusted People Partner, providing expert guidance across the full employee lifecycle.
• Lead and develop the People Ops team, providing consistent, quality advice and supporting the team to grow.
• Lead and advise on complex and sensitive ER cases, managing risk and keeping the Head of P&C across anything that matters.
• Drive people reporting and insight, turning data into something useful for decision-making and planning.
• Shape and implement people policies and processes that are legally sound, practical and simple to use.
• Lead on people projects and initiatives, working closely with L&D to embed them effectively across the business.

What we’re looking for

• Solid experience as a People/HR Business Partner in a fast-moving environment.
• A natural ability to build relationships and trust, communicating with warmth, clarity and credibility at all levels.
• The confidence to handle complex ER cases independently, with strong employment law knowledge and the judgement to know when to escalate.
• A coaching approach to developing others — giving the team the autonomy to thrive, whilst knowing when to step in and direct.
• A practical, solutions-focused and collaborative style, with the initiative to drive things forward and make sound decisions under pressure.
• The ability to manage a busy, varied workload — balancing competing priorities and knowing what needs attention and when.
• CIPD Level 5 minimum; Level 7 desirable.