Our client, a globally respected organisation with a strong reputation for excellence, innovation, collaboration, and investment in people, now has a rare opportunity for an exceptional HR Business Partner to join their high-performing People and Culture team. Please note; this role offers hybrid working, requiring 3 days in the office in Central London. As HR Business Partner you'll be supporting a specific area of the business and will play a key role in supporting and driving initiatives, ensuring employees are developed and engaged and this world-class organisation remains an outstanding place to work. This is a broad generalist role that encompasses everything from talent management, engagement, succession planning, ER through to data analysis and working with managers to embed new creative ways of working. This role requires someone with a collaborative approach, a strategic mindset and great problem solving skills, and who also enjoys rolling their sleeves up and getting stuck into the day-to-day. As HR Business part you will: Build strong credible relationships with senior leaders across your client groups Act as a performance coach and sounding board to senior managers Work with SME HR colleagues to drive people strategies and support the delivery of projects Provide leadership and developmental support to HR Advisors Provide analytics and insights from People-related data to support Directors with departmental plans and strategic initiatives Support change management initiatives Manage a range of complex, high risk and highly sensitive employee relation cases Manage headcount and resource planning processes Lead and drive a variety of HR projects To be considered you will require: CIPD qualification or equivalent specialist knowledge gained through experience in a senior HR position, with evidence of CPD Extensive experience of working as an HR generalist and operating in an HR Business Partnering capacity in a large and complex organisation Experience of partnering with HR Centres of Expertise and a track record of delivering HR initiatives such as talent, succession planning and engagement. Sound knowledge of good HR practice and employment law and translating this into innovative and effective practical solutions Highly pragmatic, flexible and adaptable in approach to meet competing demands and deadlines Experience of utilising data and drawing insights in order to inform strategic people-related decisions Excellent communication skills with experience of drafting and presenting clear and concise reports on complex issues Outstanding interpersonal skills, including political awareness and emotional intelligence Experience in an academic or similar research-driven environment would be beneficial