Senior HR Business Partner

Role: Senior HR Business Partner Location: London/ Luton Salary: Competitive Salary, Company Car Allowance and Benefits Contract: Permanent Hours: Monday to Friday – 9am to 5pm (35 hours per week) Why FirstPort? FirstPort is the UK’s leading property management company, caring for our customers’ homes across England, Wales and Scotland. With over four decades of experience and around 3,000 employees, FirstPort works with developers, investors, freeholders and over 1,700 Resident Management Companies. It is one of the Division’s that’s sits under Emeria UK. By joining us as a Senior HR Business Partner , you will play a pivotal role in achieving our vision: Impactful Work: You will directly support FirstPort’s mission to elevate industry standards and provide an exceptional service to our customers. Professional Growth: With access to accredited training and development programmes, you will be empowered to reach your potential. Supportive Environment: We foster a culture where collaboration and innovation thrive, ensuring you feel valued and supported every step of the way. A Future of Opportunity: Be part of a forward-thinking organisation that is shaping the future of residential property management in the UK. At the core of everything we do are our principles: Collaborative: We build strong, trusted relationships, deliver excellent service, and work together to achieve and celebrate shared success. Consistent: We stay resilient, uphold high standards, act with professionalism, embrace continuous learning, and deliver reliably. Simple: We follow clear, structured processes that reduce complexity, create consistency, and make work efficient and easy to follow. Clear: We communicate what is expected, simplify the complex, and ensure ourselves and others stay focused, accountable, and equipped to deliver. Your Role, Your Impact As the Senior HR Business Partner, you will act as a trusted advisor to senior leaders within their region or business area, translating the organisational people strategy into practical people plans that support business objectives. The role is responsible for building strong commercial relationships with leaders and delivering people solutions that improve organisational performance, capability, employee engagement and workforce resilience. The Senior HR Business Partner also provides leadership, direction and coaching to HR Business Partners, ensuring effective delivery and strong alignment across the business. The role also works closely with HR Operations and the wider People team to ensure business partnering activity operates within agreed organisational frameworks, standards and processes. Key Responsibilities: Strategic People Planning Translate the organisational people strategy and business objectives into practical regional and business area people plans Advise leaders on the workforce and people implications of business plans and organisational priorities Support implementation of organisational people initiatives and ensure actions are embedded within the business Use people insight and data to inform decisions, identify trends and provide constructive challenge to leaders Workforce Planning Lead workforce planning activity within the region or business area Identify current and future workforce requirements, skills gaps and resourcing risks Develop workforce plans that support operational delivery, growth and transformation Ensure workforce plans align with organisational headcount governance and financial parameters Capability & Skills Development Drive capability planning against organisational competency frameworks Identify future skills requirements and build plans to address emerging capability needs Support learning and development initiatives linked to business and workforce priorities Talent & Succession Facilitate talent reviews and succession planning processes Develop succession plans for critical roles using the organisational succession framework Identify and support the development of high-potential talent across the region or business area Organisation Design & Effectiveness Lead organisational design reviews and restructuring initiatives within agreed organisational governance and methodology Assess organisational effectiveness and recommend improvements to structure, accountabilities and ways of working Support leaders through organisational change programmes Leadership Development Identify leadership capability requirements within the region or business area Partner with leaders to create development plans for leadership teams, working closely with L&D to implement appropriate development interventions Support leadership capability building and succession readiness Promote a coaching, accountability and performance-focused culture Employee Engagement & Culture Analyse engagement and people data to support leaders to develop targeted action plans Drive initiatives that strengthen organisational culture and employee experience Monitor progress against engagement and culture improvement objectives, providing challenge where required Change & Transformation Provide people advice during transformation and change programmes Assess organisational readiness and people impacts of change Coach and support leaders in delivering sustainable behavioural and organisational change Workforce Risk Management Identify and assess workforce risks relating to capability, succession, retention, leadership and workforce availability Provide commercially focused advice on complex people matters within the scope of the role, ensuring appropriate risk management and consistency Develop mitigation plans with business leaders HR Business Partner Leadership Provide leadership, direction, coaching and support to HR Business Partners, ensuring strong partnering relationships and effective delivery across all regions and business areas Ensure HR Business Partners translate the people strategy into effective business plans and consistent people outcomes Work closely with HR Operations to ensure business partnering activity operates within agreed organisational frameworks, standards and processes Share insight, trends and business requirements with the HR Director and wider people team to inform organisational priorities Key Accountabilities: Delivery of regional and business area people plans and organisational people priorities Improved workforce capability, succession strength, leadership effectiveness and talent development outcomes Improved employee engagement, culture and employee experience outcomes Organisational readiness for change and transformation Future skills and workforce sustainability and management of risk Strong, credible and commercially focused relationship with business leaders Quality, consistency and effectiveness of HR Business Partner delivery Required Skills & Qualifications: E ssential Skills: Significant HR Business Partnering experience within a complex organisation Strong knowledge of organisational development, talent management and workforce planning Experience leading organisational design and change initiatives Strong stakeholder management and influencing skills Ability to operate credibly with senior leaders and executive teams Strong commercial and strategic thinking capability Evidence based decision making and data interpretation skills Desirable Skills and Qualifications: CIPD Level 7 qualification or equivalent Experience within a customer facing or operational environment Experience supporting business transformation programmes Experience working across a geographically or operationally diverse organisation What’s in it for you? Our customers deserve the best and the same applies to our people. We will provide you with the technology, training and support that you need to do your job well. We offer competitive salaries and a range of benefit packages depending on the grade of your role, such as private medical insurance, pension contributions and life assurance. In addition, we also offer a range of exclusive discounts on extra benefits to help you, and your family make the most of your money, safeguard your future and look after your health, including discounted gym membership for all colleagues. Diversity We’re committed to promoting diversity at FirstPort and recruit on merit. We will ensure we make any adjustments that we can to support both through the recruitment and on-boarding process. Ready to make a difference? If you’re ready to take the next step in your career and make a difference we’d love to hear from you! All applicants must be eligible to live and work in the UK without restrictions, and documented evidence of eligibility will be required. Join us at FirstPort, where we not only manage properties but strive to lead and transform the industry. Together, we can make a difference – for our customers, our colleagues, and the future of residential property management in the UK. Elevate your career. Reset the standard. Join FirstPort.

Impactful Work: You will directly support FirstPort’s mission to elevate industry standards and provide an exceptional service to our customers.

Professional Growth: With access to accredited training and development programmes, you will be empowered to reach your potential.

Supportive Environment: We foster a culture where collaboration and innovation thrive, ensuring you feel valued and supported every step of the way.

A Future of Opportunity: Be part of a forward-thinking organisation that is shaping the future of residential property management in the UK.

Collaborative: We build strong, trusted relationships, deliver excellent service, and work together to achieve and celebrate shared success.

Consistent: We stay resilient, uphold high standards, act with professionalism, embrace continuous learning, and deliver reliably.

Simple: We follow clear, structured processes that reduce complexity, create consistency, and make work efficient and easy to follow.

Clear: We communicate what is expected, simplify the complex, and ensure ourselves and others stay focused, accountable, and equipped to deliver.

Translate the organisational people strategy and business objectives into practical regional and business area people plans

Advise leaders on the workforce and people implications of business plans and organisational priorities

Support implementation of organisational people initiatives and ensure actions are embedded within the business

Use people insight and data to inform decisions, identify trends and provide constructive challenge to leaders

Lead workforce planning activity within the region or business area

Identify current and future workforce requirements, skills gaps and resourcing risks

Develop workforce plans that support operational delivery, growth and transformation

Ensure workforce plans align with organisational headcount governance and financial parameters

Drive capability planning against organisational competency frameworks

Identify future skills requirements and build plans to address emerging capability needs

Support learning and development initiatives linked to business and workforce priorities

Facilitate talent reviews and succession planning processes

Develop succession plans for critical roles using the organisational succession framework

Identify and support the development of high-potential talent across the region or business area

Lead organisational design reviews and restructuring initiatives within agreed organisational governance and methodology

Assess organisational effectiveness and recommend improvements to structure, accountabilities and ways of working

Support leaders through organisational change programmes

Identify leadership capability requirements within the region or business area

Partner with leaders to create development plans for leadership teams, working closely with L&D to implement appropriate development interventions

Support leadership capability building and succession readiness

Promote a coaching, accountability and performance-focused culture

Analyse engagement and people data to support leaders to develop targeted action plans

Drive initiatives that strengthen organisational culture and employee experience

Monitor progress against engagement and culture improvement objectives, providing challenge where required

Provide people advice during transformation and change programmes

Assess organisational readiness and people impacts of change

Coach and support leaders in delivering sustainable behavioural and organisational change

Identify and assess workforce risks relating to capability, succession, retention, leadership and workforce availability

Provide commercially focused advice on complex people matters within the scope of the role, ensuring appropriate risk management and consistency

Develop mitigation plans with business leaders

Provide leadership, direction, coaching and support to HR Business Partners, ensuring strong partnering relationships and effective delivery across all regions and business areas

Ensure HR Business Partners translate the people strategy into effective business plans and consistent people outcomes

Work closely with HR Operations to ensure business partnering activity operates within agreed organisational frameworks, standards and processes

Share insight, trends and business requirements with the HR Director and wider people team to inform organisational priorities

Delivery of regional and business area people plans and organisational people priorities

Improved workforce capability, succession strength, leadership effectiveness and talent development outcomes

Improved employee engagement, culture and employee experience outcomes

Organisational readiness for change and transformation

Future skills and workforce sustainability and management of risk

Strong, credible and commercially focused relationship with business leaders

Quality, consistency and effectiveness of HR Business Partner delivery

Significant HR Business Partnering experience within a complex organisation

Strong knowledge of organisational development, talent management and workforce planning

Experience leading organisational design and change initiatives

Strong stakeholder management and influencing skills

Ability to operate credibly with senior leaders and executive teams

Strong commercial and strategic thinking capability

Evidence based decision making and data interpretation skills

CIPD Level 7 qualification or equivalent

Experience within a customer facing or operational environment

Experience supporting business transformation programmes

Experience working across a geographically or operationally diverse organisation

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