HR Business Partner – Midlands – c60-70k
This is the kind of HR Business Partner leaders trust and come back to.
With more than 15 years of experience working closely with senior teams across large, complex organisations, this candidate brings calm, confidence, and real-world understanding to every conversation. Having also led a national sales function, they see the business through a wider lens and understand what it takes to deliver results while looking after people properly.
At the heart of their profile is strong, hands-on HR Business Partnering. They have partnered with leadership teams across multi-site, high-volume environments, often during periods of growth or significant change. Their approach is personal and highly relational, balancing challenge with support and always linking people decisions back to commercial priorities.
Organisational design is a clear strength. They designed and implemented a national operating model across more than 230 locations, creating 34 leadership clusters to support growth and capability. This involved restructuring teams, recruiting new leadership roles, and embedding accountability at scale. The outcome was clearer ownership, stronger leadership depth, and improved performance across the organisation.
Their commercial credibility is well established. While leading a national operation covering 70+ sites, they delivered strong sales growth and a solid margin uplift, moving the business into profit ahead of forecast. They reduced stock provisions significantly through improved planning and replenishment strategies and cut customer lead times by 20 percent through targeted availability initiatives. This operational background strengthens their impact as a HR Business Partner and builds trust quickly with senior leaders.
Leadership capability and succession planning feature consistently throughout their career. They embedded a recognised leadership competency framework across management roles, coached senior leaders into broader responsibility, and introduced financial acumen training to improve commercial decision-making. Their succession programmes led to more than 100 internal promotions, strengthening retention and reducing external hiring dependency.
They also bring strong experience across engagement, culture, and inclusion. They increased employee survey participation significantly by rebuilding trust and strengthening employee voice.
They exceeded corporate diversity targets by a marked increase in female hires, supported by fairer recruitment processes and refreshed interview frameworks.
These results were delivered alongside complex employee relations and workforce planning challenges.
Their HR Business Partner experience spans large-scale operations, support functions, and central teams. They have led pay structure reviews, workforce redesign, leadership frameworks, and recruitment transformation initiatives.
They are comfortable operating in ambiguous environments, supporting leaders under pressure, and making balanced decisions that work for both people and performance.
This candidate is now exploring HR Business Partner opportunities across the Midlands and surrounding regions and is open to regular travel.
They are flexible on role structure and will consider permanent, interim, or fractional assignments. Salary expectations sit around £60-70k, reflecting both experience and a pragmatic approach to the right opportunity.
If you are looking for a HR Business Partner who builds trust quickly, understands the commercial drivers of your organisation, and delivers through people, this is a profile worth a closer look.
If you would like to discuss this candidate in more detail or explore how they could support your organisation, please get in touch.
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