Senior HR Business Partner at LGC Group

London, England, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

29 Jun, 26

Salary

0.0

Posted On

31 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Business Partnering, Organisation Design, Change Management, Employee Relations, People Analytics, Coaching, Performance Management, Talent Management, Inclusion, TUPE, M&A Activity, Union Relations, Data Insights, Stakeholder Management, HR Operations Collaboration

Industry

Biotechnology Research

Description

Company Description LGC is a global life science tools company with a simple purpose: Science for a Safer World. Across healthcare, research, food and environmental testing, our people support work that protects consumers, strengthens supply chains and enables scientific progress. Behind that work sits a strong, trusted people function. Job Description We’re looking for a Senior HR Business Partner to support senior leaders, providing pragmatic HR leadership through growth, change and day‑to‑day people challenges. You’ll support business areas including LGC Assure and Corporate functions (notably IT and Legal), working closely with HRBP peers across Corporate teams. This is a senior role with real influence, combining strategic input with hands‑on delivery. You will work closely with business leaders to build effective teams, support change and strengthen people capability. The role is based in London (Victoria) with hybrid working (3x days per week onsite), plus regular travel to Fordham every 2 weeks. Please note, we are prioritising candidates who are immediately or quickly available for this position. Key responsibilities include: Partnering with senior leaders to deliver local people priorities aligned to business goals Coaching managers on organisation design, performance, engagement and people decisions Leading and supporting organisational change activity, including restructures, integration and TUPE Handling ER matters with confidence and fairness, and building manager capability by turning ER learning into better day‑to‑day people practice Using people analytics to spot trends early, measure effectiveness, and recommend actions that improve engagement, performance, and talent outcomes. Championing inclusion, fairness and belonging across the employee lifecycle Working collaboratively with HR Centres of Excellence and HR Operations to deliver consistent, high‑quality outcomes Supporting performance, talent and learning initiatives, including the design and delivery of manager training Qualifications Significant experience in a HR Business Partnering role, ideally CIPD Level 7 qualified Deep experience in organisation design, change and complex employee relations cases Experience working in matrixed, global organisations (Private Equity useful but not essential) Confidence using people data and insights to influence decisions Ability to operate at pace while maintaining quality and sound judgement Clear, credible communication style with the confidence to challenge constructively Experience working with unions, M&A activity or regulated environments is advantageous. Additional Information We’re committed to an inclusive recruitment process and a workplace where everyone can thrive. If you need adjustments at any stage of the application or interview process, we’ll work with you to support your needs. We prohibit discrimination on the basis of age, disability, race, colour, ethnic or national origin, sex, sexual orientation, gender reassignment, marital or civil partnership status, pregnancy or parental status, religion, or belief. Ready to apply? If you’re excited by the chance to partner with leaders, shape change, and improve colleague experience in a purpose‑led organisation, apply now! #scienceforasaferworld Work Arrangement: Hybrid Department: Human Resources

Responsibilities

The Senior HR Business Partner will support senior leaders by providing pragmatic HR leadership through growth, change, and daily people challenges, focusing on building effective teams and strengthening people capability. Key duties involve partnering with leaders on local priorities, coaching on organizational design and performance, leading change activities like restructures, handling complex employee relations matters, and utilizing people analytics to drive improvements.