Frontline
People Partner
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People Partner
Application Deadline: 21 September 2026
Department: Operations
Employment Type: Full Time
Location: Flexible
Reporting To: Head of People
Compensation: £45,288 - £48,864 / year
Description
Contract: Full Time, Permanent
Salary: £45,288.27 (£48,863.65 if you are receiving London Office Allowance) plus competitive pension
Location: Flexible, hybrid. If you are based in London you are required to attend the London office twice a week. If you are based outside of London, you are required to attend the London office once a month. (Please note that travel to the London office is at your own expense)
As our People Partner within the People team you'll work alongside leaders across the organisation to build high-performing, inclusive teams, by developing confident managers and supporting them to make great people decisions.
You'll join at an important period of development for Frontline, working across a varied portfolio of business partnering activity and People projects as our organisational needs continue to evolve.
You’ll act as a trusted adviser to managers across the full employee lifecycle, balancing strategic thinking with practical delivery. Whether supporting organisational change, recruitment, talent, employee relations or wider people projects, you'll bring sound judgement, a coaching style and a pragmatic approach to achieving great outcomes for our people and the organisation.
This is a broad, evolving role that combines business partnering, employee relations, recruitment, talent and organisational improvement. We're looking for a true generalist that enjoys variety, and can role model our organisational culture and values.
Key Responsibilities
Business Partnering
- Partner with managers to strengthen leadership capability, support effective decision-making and develop confident people management practices.
- Provide expert, balanced and pragmatic advice on employee relations matters including absence, performance, conduct, grievances, capability and organisational change.
- Advise managers on organisational and contractual change, helping them assess people implications, identify appropriate approaches and navigate consultation and change processes fairly and effectively.
- Coach and support managers to lead their teams through periods of change and uncertainty, ensuring effective communication and engagement
- Provide proactive coaching, advice and challenge across the employee lifecycle.
- Build manager capability by coaching leaders to identify and address people challenges early, preventing issues from escalating where possible.
- Support managers to build high-performing teams through effective recruitment, performance management, talent development and succession planning.
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Organisational Development
- Lead and contribute to People projects and initiatives in response to organisational priorities, taking ownership from development through to implementation.
- Support the delivery of our talent and workforce priorities, including performance, development and succession planning.
- Partner with managers on workforce planning and organisational change, helping teams adapt as organisational needs evolve.
- Use insight, feedback and data to identify opportunities to strengthen organisational effectiveness and employee experience
People strategy and improvement
- Take ownership for reviewing and improving People policies, guidance and processes.
- Identify themes and trends from business partnering activity and translate these into practical improvements.
- Develop strategies that support effective, inclusive recruitment and retention
- Use insight and data to inform decisions and influence stakeholders
- Take ownership of and contribute to People Team priorities and projects, adapting focus as organisational needs evolve.
- Role model organisational values and act as an ambassador for the People Team
For list of full responsibilities, please see the job pack
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Skills, Knowledge and Expertise
Experience and Knowledge
- Previous experience operating in a People Partner, Senior HR Adviser role (or similar)
- Experience of independently advising managers across a broad range of employee relations matters, including complex cases.
- Experience partnering with managers across recruitment, workforce planning and/or talent management (desirable)
- Experience of working within a mission-led, or charity context (desirable)
- Demonstrable experience of using a coaching style with the ability to influence, challenge and build management capability
- Good knowledge of employment law and best practice with the ability apply policy proportionately whilst balancing organisational risk
- Experience advising and supporting managers through organisational and contractual change, including consultation processes
- CIPD qualified (desirable)
Characteristics and Skills
- Strong relationship-building and stakeholder management skills
- Ability to understand organisational priorities and translate them into practical people solutions.
- Comfortable operating autonomously, exercising professional judgment and taking ownership for outcomes
- Ability to navigate ambiguity and prioritise competing demands effectively
- Able to maintain professionalism and influence constructively.
- Strong understanding of risk and confidence in knowing when to escalate.
- Demonstrates commitment to creating inclusive and high-performing cultures.
- Enjoys variety and is comfortable working in a role where priorities may evolve as the organisation grows.
Benefits
- Flexible working hours
- Competitive pension employer contribution
- 25 days annual leave + bank holidays + office closes from 25 Dec to 1 Jan
- Buy up to five days annual leave a year
- Interest free loan for season ticket
- Personal coaching and mentoring
- Cycle loan scheme
- Deposit loan scheme
- Volunteering days
- Employee assistance programme
- Life Assurance Scheme (x3 salary)
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