HR Business Partner - Morson Talent : Job Details

Job Title: HR Business PartnerLocation: UK (with hybrid/flexible working options)Reports to: Director of HR Business Partnering

Contract Length: 12 month FTC

About the Role

We are seeking an experienced and forward-thinking Strategic HR Business Partner (HRBP) to join the team on a 12 month FTC. This is a high-impact role, positioned to shape and influence the people agenda by acting as a true partner to the leadership team.

Working closely with both the business and well-established HR Centres of Expertise (CoEs), you will ensure that strategic HR initiatives are connected, targeted, and deliver real business value. You will play a vital role in translating business strategy into people strategy, connecting the dots across HR disciplines, and driving initiatives that address key challenges and opportunities.

Key Responsibilities

• Strategic Partnering:
• • Serve as a trusted advisor and thought partner to the Leadership Team.
  • Provide data-driven insights and thought leadership to influence and shape business decisions from a people perspective.
  • Collaborate with senior leaders to design and execute talent strategies that align with commercial objectives.
• Leadership Coaching & HRM Support:
• • Coach and develop HR Managers (HRMs) in the region, ensuring they are equipped to support their respective areas effectively.
  • Support senior leaders through individual coaching, helping them build leadership effectiveness and lead high-performing teams.
  • Champion a culture of talent management by embedding career planning and development into regular leadership conversations and team priorities.
• Talent, Succession & Performance:
• • Lead the delivery of cyclical HR processes including talent reviews, succession planning, and performance management.
  • Ensure career development and internal mobility are front-of-mind in talent discussions, with clear and actionable plans for key talent segments.
  • Partner with the Talent CoE to ensure robust plans are in place to identify, retain, and develop top talent.
• Reward & Recognition:
• • Partner with the Reward CoE to deliver annual reward processes effectively in-region.
  • Ensure alignment between reward strategies and performance/talent outcomes.
• CoE Integration & Alignment:
• • Act as the conduit between the business and HR CoEs (Talent, Reward, ER, Recruitment, etc.), ensuring initiatives are aligned to business priorities.
  • Connect the dots across HR functions to ensure a cohesive and impactful approach.
• Drive Strategic Conversations:
• • Lead conversations that challenge the status quo, focusing on the "big ticket" items that will deliver maximum ROI for people initiatives.
  • Translate business needs into actionable HR strategies with clear success metrics.
• Cross-Business & Cross-Country Impact:
• • Identify and lead strategic HR projects that span multiple business lines or countries, ensuring scalable solutions that drive regional consistency and impact.
  • Champion collaboration across geographies and functions to tackle shared challenges and accelerate results.
• HR Functional Evolution:
• • Support the evolution of the HR function by promoting a problem-solving mindset and structured project management approach.
  • Play a key role in enabling HR to shift from transactional delivery to strategic change leadership, with a focus on delivering measurable outcomes and long-term business value.

Experience & Qualifications

• Proven HR Business Partnering experience within a complex global matrix organisation, ideally supporting senior leadership teams.
• Demonstrated success in working with HR Centres of Expertise (CoEs) to leverage expertise, data, and tools that address business challenges and deliver measurable impact.
• Strong track record of coaching and influencing senior leaders, with a focus on leadership effectiveness, talent development, and culture transformation.
• Comfortable using data and analytics to drive strategic conversations and support decision-making.
• Experience leading or contributing to cross-functional, cross-country HR projects or initiatives that resulted in scalable, high-impact outcomes.
• Skilled in delivering HR processes such as Talent Management, Succession Planning, Performance and Reward, with a focus on business alignment and ROI.

Key Competencies

• Exceptional communication and presentation skills - able to simplify complex ideas and influence stakeholders at all levels.
• Strategic and operational ag