Strategic People Partner

About the roleWe’re looking for a hands-on, strategic People Partner to translate business goals into actionable people plans for a portfolio of teams. You’ll work closely with senior leaders (2/3) to drive organisational design, leadership effectiveness, talent retention, workforce planning, and change readiness—ensuring teams hit their milestones efficiently and effectively.What you'll be doingShape people strategy: Partner with senior leaders to turn business goals into concrete people actions covering capacity, bench strength, talent health, hiring, performance, change, and risk. Track these plans to completion.Simplify operations: Clarify roles and responsibilities, streamline handoffs, and assign temporary ownership where needed. Keep team structures clear and efficient.Ensure continuity: Reduce single points of failure by naming deputies, creating run-books, and preparing successors for key roles.Develop leaders: Coach managers to focus on direction-setting rather than firefighting, with structured 30/60/90-day plans and early guidance on performance issues.Support talent health: Identify sentiment hotspots, burnout risks, and potential attrition. Implement retention and visibility actions with named owners and review cycles.Plan ahead: Map the next 3–6 months of milestones, critical roles, and potential blockers to ensure smooth delivery.Build vs. buy: Recommend internal mobility, up-skilling, or external hires; suggest optimal team location and structure considering cost and ramp time.Drive performance: Ensure teams have clear KPIs, regular 1:1s, timely feedback, and SMART goals. Partner with ER/Legal to manage low-performance cases.Maintain unit cadence: Prioritise work, enforce pre-reads, assign clear ownership (DRIs), and maintain decision logs to keep teams productive.Manage people risk & compliance: Maintain risk logs, follow legal checkpoints for restructures and disciplinaries, coordinate with regional People Partners, and escalate senior/high-risk cases.ER casework: Lead medium/complex employee relations cases and escalate high-impact issues appropriately.What we're looking for5+ years of HR experience with a strong track record as an HR Business Partner supporting managers and senior leaders across multiple teams or locations, ideally within a tech organisation.Hands-on experience in org design, workforce planning, and data-driven talent decision-making.Solid grounding in ER (investigations, performance/disciplinary, restructures) with experience in works council/union environments preferred.Comfortable with people analytics (capacity vs. plan, time-to-fill, attrition, flight risk, engagement trends) and collaborating with Finance.Proficiency in HRIS/ATS systems (e.g., HiBob, SmartRecruit) and advanced Excel/Sheets; basic cost and ETA modelling.Skills and behavioursCommercial framing: options, implications, recommendation.Systems thinking: sees org, process, and behaviour links.Coaching & influence: lifts managers; earns trust quickly.Bias for action: small experiments, fast feedback, visible outcomes.Judgement & compliance: knows policy/law basics; escalates wisely.Clarity & cadence: turns chaos into a simple operating rhythm.Additional InformationNot ticking every box? That’s totally okay! Studies show that women and people of colour might hesitate to apply unless they meet every single requirement. At ScriptRunner, part of TAG, we’re dedicated to creating a diverse and welcoming team. If you’re passionate about this role and keen to learn and grow with us, we encourage you to apply, even if you don’t have everything that's listed just yet.Drop us your application, we’d love to hear from you!What to expectWe have published some support on Interviewing with us to try to alleviate any pre-interview anxieties, here you’ll find information to help you prepare and ace an interview at TAG.You can read them hereEqual opportunities for everyoneAt The Adaptavist Group, we are committed to promoting a diverse and inclusive community and believe this positively impacts both the creation of our innovative products and our delivery of bespoke solutions to our global customers and our own unique culture. We encourage all qualified applicants, regardless of age, disability, race, sexual orientation, religion or belief, sex, gender identity, pregnancy and maternity, marriage, and civil partnership status. From our family-friendly policies to our flexible work environment we offer a range of benefits and policies in order to support staff from all different backgrounds. If you have any questions, please do ask us.Check out our WORK180 pageCheck out our Flexa pageWe look forward to your application!