Senior Manager, People Partnering

Lead complex change and M&A

• Personally lead People workstreams for restructurings, reorganizations, workforce changes, acquisitions, and post-merger integration.
• Bring practical M&A experience across areas such as due diligence, employee transfer, consultation, people risk, organization design, communications, and integration planning.
• Translate integration strategy into practical delivery. This might mean reviewing compensation and benefits across an acquired organization and developing a benefits harmonization approach, identifying employee and cost impacts, coordinating stakeholders, and managing implementation.
• Lead restructuring and redundancy programs across multiple jurisdictions, working through impacted populations, local legal requirements, consultation processes, timelines, documentation, communications, and manager preparation.
• Coordinate stakeholders across People, Legal, Finance, Reward, leadership teams, and local experts, while remaining personally accountable for driving the work forward.

Employment law, employee relations, and risk

• Provide pragmatic guidance and personally handle complex employee relations matters including performance, capability, disciplinary, grievance, absence, redundancy, consultation, and senior employee exits.
• Apply strong working knowledge of employment law and employee relations across multiple jurisdictions, partnering with Legal and local specialists where appropriate.
• Work effectively with employee representatives, works councils, and unions where applicable, including complex consultations and negotiations.
• Balance business objectives, employee experience, and legal risk and give leaders clear options and recommendations rather than purely procedural advice.

Organisation development and culture

• Help leaders build organizations that are clear, capable, and ready for what comes next.
• Bring practical organizational development expertise to organization design, organizational effectiveness, culture, leadership capability, engagement, and change adoption.
• Support leaders through organization design and workforce decisions, including roles, structures, spans and layers, capabilities, and talent implications.
• Connect People interventions to business outcomes and ensure agreed actions move from discussion into implementation.

Qualifications

What you will bring

• Significant experience as a Senior HR Business Partner, Senior People Partner, or comparable role in a complex, international organization, including experience partnering directly with executives and senior leadership teams.
• Experience leading, coaching, or managing HR Business Partners or People Partners, combined with a strong desire to remain actively involved in day-to-day business partnering and delivery.
• A track record of personally leading M&A and integration activities, including practical experience with areas such as due diligence, benefits or policy harmonization, employee transfer, consultation, organization design, communications, or post-merger integration.
• Hands-on experience delivering restructures, redundancies, or workforce transformation across multiple jurisdictions, including the practical implementation required to take a program from decision through consultation to completion.
• Strong, practical knowledge of employment law and employee relations across more than one jurisdiction.
• Experience handling complex and sensitive senior employee matters with sound judgement and discretion.
• Strong capability in organization development, organization design, talent, change management, and leadership development.
• The credibility to influence executives combined with the willingness to stay close to the detail and personally solve problems when required.
• A commercially minded and data-informed approach, connecting People decisions to business outcomes and explaining clearly the rationale behind recommendations.
• Excellent judgement, emotional intelligence, and communication skills, with the ability to manage ambiguity and competing priorities across distributed international teams.
• Excellent spoken and written English.
• A relevant degree, HR qualification, or equivalent professional experience is preferred.

Additional Information

Discover some of the global benefits that empower our people to become the best version of themselves:

Finance

• Competitive salary package, share plan, company performance bonuses, value-based recognition awards, referral bonus;

Career Development

• Career coaching, global career opportunities, non-linear career paths, internal development programs for management and technical leadership;

Learning Opportunities

• Complex projects, rotations, internal tech communities, training, certifications, coaching, online learning platforms subscriptions, pass-it-on sessions, workshops, conferences;

Work-Life Balance

• Hybrid work and flexible working hours, employee assistance program;

Health

• Global internal wellbeing program, access to wellbeing apps;

Community

• Global internal tech communities, hobby clubs and interest groups, inclusion and diversity programs, events, and celebrations.

At Endava, we’re committed to creating an open, inclusive, and respectful environment where everyone feels safe, valued, and empowered to be their best. We welcome applications from people of all backgrounds, experiences, and perspectives—because we know that inclusive teams help us deliver smarter, more innovative solutions for our customers. Hiring decisions are based on merit, skills, qualifications, and potential. If you need adjustments or support during the recruitment process, please let us know.