People Business Partner
| Posting date: | 20 November 2025 |
|---|---|
| Hours: | Full time |
| Closing date: | 20 December 2025 |
| Location: | B37 7ES |
| Company: | Mitie |
| Job type: | Permanent |
| Job reference: | 86160 |
Summary
Job OverviewWorking in partnership with the Operational Management Team, Centres of Excellence, the OneHR team and other key stakeholders to deliver commercial value to the sector, creating and delivering people strategies and plans which underpin the Mitie and Divisional Objectives, Goals, Strategies and Plans (OGSP) and building a culture of engagement, supported by the Mitie values. Covering a national geography, this role blends strategic thinking with real-world connection. Regular travel forms part of the—visiting sites, building relationships, and bringing data-driven insights that influence senior stakeholders.
Main Duties
The role reports to the Head of People, Business Services and is a key member of the Sector Operational Management Team.
The Strategic Advisor
-Lead organisational design activities to deliver tailored people change, talent, L&D, and reward solutions in close cooperation with the respective HR Centre of Excellence (COE) leads.
-Understand the business at depth - its objectives, how it operates, the commercials and to align business objectives and the HR strategy.
-Drive value by cultivating highly effective working relationships with counterparts in key clients to coordinate people strategies for the mutual advantage of the business unit and the client, enhancing client engagement and retention.
Data Driven Insights Leader
-Monitor and measure insights on the key OGSP metric, including labour costs, employee relations, sickness absence, talent retention, attraction, and resourcing to spot trends, risks, and cost-saving opportunities. Define opportunity and risk mitigation action plans.
-Monitor and evaluate the progress and success of various People development initiatives, generating regular reports for senior leadership and sharing vital insights with relevant stakeholders.
The Change agent
-Keep the division aligned by understanding and planning for the change - people change, comms, L&D & talent plans in place.
-Own the people components of any margin enhancements initiatives to ensure a timely execution of people processes to achieve the committed goals.
-Foster a culture of continuous improvement and adaptability within the business unit, encouraging employees to embrace change as an opportunity for growth and development.
The Trusted Coach
-Act as an essential part of the divisional HR Team, forging strong connections with wider HR teams to enable the performance of the wider business community.
-Create an environment of high performance, trust, and openness by establishing strong relationships with the Senior Management Team through regular communication, respect, and genuine interest in their well-being and development.
-Oversee escalated cases and all HR cyclical activities, including performance, talent management, and reward, while offering professional expertise counsel and guidance to the business.
The custodian of Culture
-Role Model value-led leadership, acting inclusively with authenticity, integrity, and a growth mindset.
-Lead, inspire and motivate a team of People Business Partners and HR Managers, developing a highly effective succession pipeline.
-Be curious and ask the right questions. Be an advocate/allay of EDI agenda
Main Duties
The role reports to the Head of People, Business Services and is a key member of the Sector Operational Management Team.
The Strategic Advisor
-Lead organisational design activities to deliver tailored people change, talent, L&D, and reward solutions in close cooperation with the respective HR Centre of Excellence (COE) leads.
-Understand the business at depth - its objectives, how it operates, the commercials and to align business objectives and the HR strategy.
-Drive value by cultivating highly effective working relationships with counterparts in key clients to coordinate people strategies for the mutual advantage of the business unit and the client, enhancing client engagement and retention.
Data Driven Insights Leader
-Monitor and measure insights on the key OGSP metric, including labour costs, employee relations, sickness absence, talent retention, attraction, and resourcing to spot trends, risks, and cost-saving opportunities. Define opportunity and risk mitigation action plans.
-Monitor and evaluate the progress and success of various People development initiatives, generating regular reports for senior leadership and sharing vital insights with relevant stakeholders.
The Change agent
-Keep the division aligned by understanding and planning for the change - people change, comms, L&D & talent plans in place.
-Own the people components of any margin enhancements initiatives to ensure a timely execution of people processes to achieve the committed goals.
-Foster a culture of continuous improvement and adaptability within the business unit, encouraging employees to embrace change as an opportunity for growth and development.
The Trusted Coach
-Act as an essential part of the divisional HR Team, forging strong connections with wider HR teams to enable the performance of the wider business community.
-Create an environment of high performance, trust, and openness by establishing strong relationships with the Senior Management Team through regular communication, respect, and genuine interest in their well-being and development.
-Oversee escalated cases and all HR cyclical activities, including performance, talent management, and reward, while offering professional expertise counsel and guidance to the business.
The custodian of Culture
-Role Model value-led leadership, acting inclusively with authenticity, integrity, and a growth mindset.
-Lead, inspire and motivate a team of People Business Partners and HR Managers, developing a highly effective succession pipeline.
-Be curious and ask the right questions. Be an advocate/allay of EDI agenda