HR Business Partner
| Posting date: | 15 January 2026 |
|---|---|
| Hours: | Part time |
| Closing date: | 14 February 2026 |
| Location: | London, UK |
| Remote working: | On-site only |
| Company: | VENOT Services Limited |
| Job type: | Temporary |
| Job reference: |
Summary
The Human Resources Business Partner (HRBP) will provide expert employee relations and people management advice to operational and strategic leaders. The role focuses on supporting complex ER matters, organisational change, and workforce initiatives, ensuring all decisions are fair, legally compliant, and aligned with business objectives. Managers retain decision-making responsibility, with the HRBP acting as a trusted coach and advisor.
Key Responsibilities:
Lead and oversee complex and non-complex employee relations cases from inception to resolution
Provide expert ER, employment law, and case management advice to managers, employees, and HR colleagues
Coach and challenge leaders to ensure consistent, well-evidenced, and fair people decisions
Work closely with finance leads on workforce planning and organisational change initiatives
Support strategy, transformation, L&D, and OD teams on workforce change delivery
Lead and manage TUPE transfers (in and out of the organisation)
Review, develop, and implement HR policies
Build effective working relationships with trade unions, legal advisors, and other stakeholders
Maintain oversight of all ER casework and provide accurate people data reporting to inform business decisions
Essential Requirements:
Up-to-date knowledge of employment law and employee relations best practice
Proven experience managing complex and non-complex ER cases independently
Experience providing advisory and coaching support to managers and HR colleagues
Demonstrable experience working with trade unions
Strong stakeholder management, influencing, and problem-sol
Key Responsibilities:
Lead and oversee complex and non-complex employee relations cases from inception to resolution
Provide expert ER, employment law, and case management advice to managers, employees, and HR colleagues
Coach and challenge leaders to ensure consistent, well-evidenced, and fair people decisions
Work closely with finance leads on workforce planning and organisational change initiatives
Support strategy, transformation, L&D, and OD teams on workforce change delivery
Lead and manage TUPE transfers (in and out of the organisation)
Review, develop, and implement HR policies
Build effective working relationships with trade unions, legal advisors, and other stakeholders
Maintain oversight of all ER casework and provide accurate people data reporting to inform business decisions
Essential Requirements:
Up-to-date knowledge of employment law and employee relations best practice
Proven experience managing complex and non-complex ER cases independently
Experience providing advisory and coaching support to managers and HR colleagues
Demonstrable experience working with trade unions
Strong stakeholder management, influencing, and problem-sol
Proud member of the Disability Confident employer scheme
Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.