Top HR Business Partner Jobs in London

Serve as a senior HR advisor to EMEA Fixed Income and Macro leaders. Lead workforce planning, organizational design, succession planning, talent assessment, performance management, compensation and promotion decisions. Use workforce data to provide insights, guide organizational priorities, and measure talent initiatives. Partner with the Head of People and global People teams, coach leaders and junior HR staff, and drive cross-business talent initiatives across multiple EMEA markets.

Partners with global Risk, Operations, and IT leaders across the full employee lifecycle. Responsibilities include organizational design, change management, talent and performance management, coaching, employee relations, headcount management, engagement and inclusion initiatives, policy compliance, and HR projects. The role supports senior leaders, collaborates with Centers of Expertise, ensures legal compliance, and contributes to global HR processes in an international matrix environment.

Senior HR Business Partner advising Institutional Equities and Research leaders across EMEA. Responsibilities include workforce planning, organizational design, succession, talent, performance, compensation, employee relations, restructuring, regulatory matters, workforce analytics, and inclusion. The role partners with senior stakeholders and global HR teams to deliver strategic people solutions in a complex, regulated financial-services environment.

Support senior leaders through organizational growth, change, and transformation. Design workforce strategies, organizational structures, and operating models; improve team effectiveness and organizational health; lead talent planning, succession, hiring alignment, and capability development; identify talent risks using workforce insights; and build high-performing, accountable teams supporting AI engineering studios and customer outcomes.

Principal HR Business Partner supporting Mimecast’s European go-to-market organization. Advises senior commercial leaders on workforce planning, organization design, talent, performance, reward, employee relations, and change. Owns headcount governance, position management, HRIS accuracy, sales compensation partnership, succession planning, and complex employee relations across multiple European jurisdictions. Partners with Finance, Sales Operations, Legal, and local HRBPs while representing European needs in global people programs.

Strategic HR Business Partner advising senior Legal, Finance, and IT leaders. The role develops people strategy, workforce plans, succession programs, organizational design, leadership capability, and change initiatives. It uses people data and AI-enabled tools to guide decisions, improve organizational effectiveness, and measure HR impact. The position partners with HR centers of excellence and shared services in a complex global environment and requires 25–30% travel.

Leads international HR operations across Europe and North America, including workforce planning, onboarding, payroll, compensation, benefits, performance management, employee relations, and employment compliance. Partners with leaders on organizational design, people programs, salary decisions, investigations, and difficult employee matters while ensuring accurate multi-country HR administration.

The Senior HR Business Partner will lead HR support for UK Corporate Functions, advising senior leaders, managing employee relations, workforce planning, talent, performance, engagement, and organisational change. The role will support acquisitions and integrations, oversee HR operations and payroll governance, line manage HR Coordinators, use people data to guide decisions, and deputise for the UK & Europe HR Director. Regular travel across the British Isles is required.

Delivers HR projects and people initiatives across multiple UK sites, supporting organisational change, TUPE transfers, process improvement, workforce planning, employee engagement, and business transformation. Partners with operational leaders and HR teams, uses HR data and metrics to guide decisions, and supports consistent implementation of people strategies. Requires strong UK employment-law knowledge, stakeholder management, project coordination, communication, and analytical skills.

Partners with senior leaders to develop people strategies, provides employee lifecycle and employee relations support, coaches managers, and drives engagement, culture, inclusion, change, and HR improvement projects. Uses people data to inform decisions, ensures compliant HR processes, and collaborates with Talent, Reward, HRIS, Payroll, Benefits, and Change teams across the UK business.

Partners with business leaders and employees on HR matters, including employment law, employee relations, workforce planning, performance, absence, disciplinary and grievance processes. Manages HR coordinators and advisors, supports policy and process improvements, contributes to HR projects, and collaborates with talent-related centers of excellence. Provides benefits guidance and ensures effective, confidential HR support across designated business areas.

The HR Business Partner advises senior operational leaders, develops regional people strategies, supports workforce planning and organisational change, and strengthens leadership capability. Responsibilities include employee relations, employment-law guidance, talent and succession planning, engagement, management development, union relations, TUPE transfers, and workforce transformation. The role requires regular travel across a geographically dispersed region and participation in leadership meetings, workshops, mobilisations, bids, and operational activities.

Supports leaders, managers, and employees across workforce planning, talent and succession management, employee engagement, organizational change, performance and disciplinary matters, policy development, absence management, benefits, compliance, and people analytics. The role partners with senior leadership, Legal, Compliance, Payroll, IT, Recruitment, and Learning & Development to improve employee experience, ensure policy adherence, and provide data-driven HR guidance.

Provide HR business partner support to global functions, advising leaders, managers, and employees across the employee lifecycle. Develop people plans, support workforce planning, analyze engagement and people data, manage employee relations, coach managers, promote benefits, maintain HRIS records, and coordinate performance, reward, talent, engagement, and change activities. The role also drives HR process improvement, digitalization, governance, and consistent policy application across global locations.

Lead the people strategy for Smiths Detection’s global IT and Digital transformation. Partner with the CIO and senior technology leaders on workforce planning, organizational design, talent strategies, capability building, succession planning, change management, and organizational transitions. Support the creation of a standalone global IT function and growth of Digital teams across software, data, AI, and technology. Provide HR governance, leadership coaching, employee relations oversight, and workforce risk management across global operations.

Serve as the primary People team partner for EMEA, advising leaders and managers on employee relations, performance, development, and organizational matters. Provide hands-on HR operations, recruitment support, workplace partnership, and employee experience initiatives. Translate global People programs for regional needs, ensure UK compliance, identify organizational trends, and represent EMEA insights to the global People team.

Supports Risk, Operations, and IT leaders globally across the full employee lifecycle. Responsibilities include organizational design, change management, talent and performance management, coaching, employee relations, headcount planning, engagement and inclusion, policy compliance, and global HR projects. The role partners with senior leaders, Centers of Expertise, and global HR teams while ensuring compliance with local legislation and effective HR process execution.

Partners with the CTO and Tech leadership on employee relations, performance, restructures, growth, career development, manager capability, and team culture. Handles complex cases under UK employment law, supports Tech Directors, uses people analytics to identify workforce issues, and coaches senior technical leaders. The role also develops and executes culture and development plans for a fast-growing technology organization.

Provides strategic and operational HR support to leadership, advising on employment law, policies, organizational change, employee relations, workforce planning, succession, talent development, compensation, compliance, and the full employee lifecycle. The role leads HR projects, analyzes HR metrics, improves processes, promotes inclusion, and supports a high-performance culture during a 12-month fixed-term contract.

Serves as the strategic HR partner for leadership teams across three global labels. Leads workforce planning, organizational design, talent management, compensation guidance, change initiatives, employee relations, compliance, people analytics, HR programs, and budget alignment. Requires strong stakeholder influence, senior-level HRBP experience, multi-jurisdictional employment law knowledge, and experience supporting HR as a client function.

Serve as the strategic HR business partner for EMEA and APAC leaders and the region's employee relations specialist. Manage ER cases end-to-end, lead workplace investigations, build ER frameworks and metrics, advise on org design, onboarding, performance, and compliance across multiple jurisdictions, and partner with legal on complex cases.

Partners with senior EMEA leaders to align people strategy with business goals. Leads workforce planning, succession, talent development, performance management, organizational transformation, employee engagement, and culture initiatives. Uses HR metrics and people analytics to guide decisions, coaches leaders, and improves HR processes across teams in the UK, Portugal, and Brazil. Collaborates with Talent Acquisition, People Development, Compensation & Benefits, and Culture teams.

Partners with executives and practice leaders on workforce planning, employee relations, performance management, talent development, organizational effectiveness, and engagement. Advises on investigations, restructures, succession planning, terminations, and employment-law compliance. Analyzes HR metrics, leads process improvements and HR projects, supports organizational design, and coaches managers across a matrixed EMEA environment.

Partners with global business leaders to execute people strategy, coach management teams, develop workforce plans, strengthen performance and learning cultures, improve employee engagement, support inclusion initiatives, manage sensitive employee cases, and enhance HR processes. The role collaborates with HR centers of expertise, finance, risk, initiative teams, and works councils across EMEA, APAC, and the USA.

Partner with Engineering, Hardware, and Software leaders as a hands-on HRBP to strengthen manager capability, drive org design and workforce planning, coach on performance and career frameworks, manage employee relations, support technical hiring, and deliver scalable people practices for a fast-moving deep‑tech robotics organization.