Northampton & Kettering
Reporting into the Chief People Officer, as the Regional People Business Partner, you will act as a trusted advisor with a blend of both strategic and operational partner to the firm’s regional management leadership teams. This role is responsible for delivering a full spectrum of People services, ensuring alignment with business goals, fostering a high-performance culture, and supporting employee engagement and development across the region.

KEY SKILLS AND COMPETENCIES:

• Ability to balance strategic with operational demands
• Strong understanding of HR principles, employment law, and best practices.
• Proven ability to influence and partner with senior stakeholders.
• Excellent communication, negotiation, and interpersonal skills.
• Analytical and problem-solving skills, with the ability to make data-driven decisions.
• Strong organisational skills and the ability to manage multiple priorities.
• Commercial awareness and understanding of the challenges within professional services, particularly accountancy.
• Proactive and results-oriented, with a focus on delivering value to the business.
• Resilient and adaptable to change in a dynamic, fast-paced environment.
• A collaborative team player with a consultative approach.
• High level of confidentiality, integrity, and professionalism.

QUALIFICATIONS & EXPERIENCE:

• CIPD Level 7 qualification (or equivalent) is desirable.
• A minimum of 5 years of HR experience, with at least 2 years in a business partner or similar strategic HR role.
• Experience in a professional services environment is advantageous
• Demonstrated experience in change management, talent development and employee relations.

• Work closely with partners, directors, and managers to understand business plans and provide HR solutions that support business goals.
• Act as a consultant to leadership and management teams on the people strategy, workforce planning, succession planning, and organisational design.
• Devise and implement aligned HR initiatives with the businesses strategic objectives.
• Provide expert advice and guidance to managers on employee relations matters, including performance management, disciplinary actions, grievances, and absence management.
• Ensure compliance with employment law, company policies, and best practices.
• Foster a positive employee relations culture, ensuring fair and consistent treatment of all staff.
• Partner with the Talent Acquisition lead to attract, recruit, and retain top talent, ensuring alignment with business needs and diversity objectives.
• Drive onboarding and induction processes to ensure new employees integrate effectively into the business.
• Support the implementation of training programs, career development plans, and initiatives to enhance employee skills and engagement.
• Partner with managers to identify training needs and deliver tailored learning solutions.
• Lead the performance review process, ensuring it is executed effectively and supports business objectives.
• Coach managers on setting goals, providing feedback, and driving high performance within their teams.
• Support regional leaders in managing change initiatives, including restructuring, mergers, or acquisitions.
• Champion HR transformation projects and drive adoption of new systems, processes, or policies.
• Use data and analytics to monitor key HR metrics (e.g., turnover, engagement, absenteeism) and provide insights to regional leadership.