Employee Relations:

• Lead and manage complex employee relations matters across the Club, including disciplinary, grievance, capability, absence management, and investigation processes.
• Provide expert advice and coaching to managers on employment law, policy, and best practice, ensuring risks are appropriately managed and the Club is protected.
• Support the resolution of workplace issues through mediation, conflict resolution, investigations, and balanced decision-making.
• Produce and maintain documentation, templates, and guidance relating to formal employee relations and performance management processes.
• Coach and upskill line managers to handle early-stage employee issues proactively, minimising escalation and fostering a positive feedback-driven culture.
• Ensure consistent and equitable application of policies and procedures across the organisation.

Organisational Design:

• Advise and support leaders in reviewing team structures, role design, and workforce effectiveness to meet business needs.
• Recommend improvements to workforce structures, reporting lines, and ways of working to enhance efficiency and employee experience.

Change Management:

• Support organisational change, restructuring, and transformation initiatives, including TUPE transfers where required.
• Assist in assessing people-related risks and support stakeholder engagement and communication throughout change programmes.

Performance Management and Talent Development:

• Coach and support managers on performance, probation, and capability matters, promoting a consistent and effective approach.
• Advise on performance improvement plans, probationary reviews, and capability processes, supporting managers to address underperformance effectively.
• Support objective setting and performance review processes.
• Develop, embed, and deliver structured People Management training programs to elevate line manager capability and foster positive, high-performing team cultures.
• Coach managers on how to have performance, conduct, and wellbeing conversations.
• Ensure managers follow the correct HR process rather than avoiding issues.
• Identify patterns of manager behaviour that create repeated HR issues and escalate where required.
• Coach managers on improving individual and team performance, talent management strategies, and professional development frameworks.
• Drive probation period management. Appraisal and performance frameworks.

Recruitment and Resourcing:

• Manage end-to-end recruitment processes across the organisation, including specialist and senior-level appointments working closely with Talent Acquisition.
• Partner with hiring managers to attract and select high-quality candidates.
• Participate in interviews and provide recruitment recommendations.
• Conduct exit interviews and identify patterns to share with leadership.
• Oversee onboarding activities to ensure a positive employee experience, while maintaining compliance with the Club's Safer Recruitment Policy.

Policy Development and Governance:

• Lead the development, review, and implementation of people policies and procedures, ensuring they are legally compliant, fit for purpose, and aligned with organisational values.
• Contribute to policy governance activities and benchmarking exercises to identify opportunities for continuous improvement.
• Support the implementation and communication of new policies, procedures, and people initiatives across the Club.

HR Projects and Continuous Improvement:

• Contribute to HR projects that enhance organisational effectiveness, employee experience, and people practices.
• Support the development and continuous improvement of HR systems, processes, and technology, including the implementation of new functionality and stakeholder engagement activities.

The HR Business Partner must:

Qualifications & Knowledge

• CIPD Level 5 Associate Diploma in People Management (or higher).
• Demonstrable, progressive experience operating within fast-paced, matrixed environments across sectors such as sport, leisure, luxury retail, or multi-site operations.
• Extensive hands-on track record in end-to-end HRIS implementation, data analytics, and digital process optimization.
• Proven expertise in independently navigating complex employee relations, high-volume recruitment, and multi-site change management.

Experience

• Proven experience in a HR Business Partner, Senior HR Advisor, HR Advisor, or equivalent role.
• Experience building effective relationships with managers and leaders to provide pragmatic people advice and support.
• Experience managing a broad range of employee relations matters, including complex cases.
• Experience supporting organisational change, restructures, and service improvement initiatives.
• Demonstrable ability to influence, challenge, and coach managers to achieve positive people and business outcomes.
• Experience using HR systems and workforce analytics tools to drive continuous improvement.
• Experience of implementing new policies, processes, or people initiatives.
• Experience working in a fast-paced and complex organisational environment.

Skills and Competencies

• Commercial and strategic acumen: Proven ability to balance people operations with broader commercial objectives, P&L awareness, and budget accountability.
• Leadership and influence: Capability to build trusted relationships with senior stakeholders, challenge constructively, and upskill line management.
• Discretion and resilience: High emotional intelligence with the ability to handle confidential, high-stakes matters with absolute discretion and composure under pressure.
• Communication and collaboration: Outstanding interpersonal, coaching, and cross-functional collaboration skills tailored to diverse employee groups ranging from corporate staff to casual field teams.
• Systems knowledge: Proficient in Microsoft Office applications and HR systems (including HRIS, ATS, LMS).

Note: The HR Business Partner does not need to be a Fulham fan, a football fan, or even a fan of sport! We want the best person for the job, not the person who knows the most about football. In any case, we are confident that you will become a Fulham fan before long!

We expect to close applications on 17th September, but if we receive a high level of interest, we may close the vacancy sooner. To avoid disappointment, please submit your application at the earliest opportunity.