We’re looking for a People Partner who can turn ambitious plans into well-managed, lasting change. You’ll help leaders make informed workforce decisions while keeping colleague experience, business performance and risk firmly in view.

Working in our specialist Change Pool within People Operations & Colleague Experience, you’ll support transformation across different areas of the Corporation. You’ll advise on organisation design, restructuring, workforce transition and change readiness. And you’ll help leaders communicate clearly, build trust and take people with them.

What you’ll do

You’ll work with business leaders, People Partners and specialist People teams to:

• Lead and support complex people change and transformation initiatives.

• Turn strategic priorities into clear, practical implementation plans.

• Assess workforce impacts, dependencies and risks.

• Support organisation design reviews, restructures and operating model changes.

• Advise on role design, reporting structures and future capability needs.

• Help deliver consultation, redundancy, redeployment and reorganisation activity fairly and consistently.

• Work with Employee Relations colleagues to manage employment risk.

• Coach and challenge leaders on change leadership and colleague engagement.

• Assess change readiness and recommend actions that support adoption.

• Use workforce data and business insight to shape decisions.

• Track progress, colleague impact and the benefits delivered by change.

• Provide clear updates for leaders and governance forums.

What you’ll bring

We’re looking for someone with:

• Demonstrable experience delivering organisational change or people transformation programmes.

• Experience supporting restructures, reorganisations or workforce transitions.

• Working knowledge of UK employment law, consultation requirements and organisational change processes.

• The ability to build trusted relationships with senior stakeholders.

• Experience influencing decisions in a complex or matrix organisation.

• Strong planning skills, with the ability to manage several priorities.

• The confidence to facilitate sensitive or challenging discussions.

• Experience using workforce data or people insights to inform recommendations.

• Clear written and verbal communication skills.

• Sound judgement when balancing business needs, colleague impact and risk.

You may also bring knowledge of organisation design, workforce planning, change-management methods or people analytics.

You don’t need to meet every point before applying. If this opportunity excites you and your experience is relevant, we’d like to hear from you.