3 Human Resources jobs

The People & Culture Manager is a strategic business partner to senior leaders, enabling the delivery of commercial outcomes through high‑performing, engaged, and scalable teams. This role balances hands-on operational leadership with forward-looking people strategy, ensuring People & Culture initiatives directly support business growth, productivity, capability building, and organisational effectiveness. The role acts as the trusted advisor to leaders, translating business strategy into actionable people plans.     Key Duties & Responsibilities: Strategic Accountabilities Act as a trusted strategic partner to senior leaders and functional heads, advising on organisational design, workforce planning, leadership effectiveness, and team performance. Influence leaders to adopt commercial, evidence‑based people decisions aligned to growth, profitability, and sustainability. 1) Strategic Business Partnering Partner with leaders to deliver   workforce and capability plans   aligned to business strategy and financial forecasts. Advise on   organisational design , role clarity, spans and layers, and succession planning to support growth and efficiency. Use people data and insights to challenge assumptions, diagnose issues, and improve decision‑making. Coach leaders on performance management, leadership behaviours, engagement, and change leadership. Support M&A, restructures, TUPE, or transformation programmes as required 2) Performance, Talent & Capability Lead delivery of   performance management frameworks , ensuring clear goal alignment, accountability, and continuous feedback. Support talent reviews, succession planning, and leadership development for critical roles. Drive capability building through learning strategies aligned to future skills and commercial priorities. Embed a culture of ownership, high standards, and continuous improvement. 3) Employee Relations & Risk Management Lead and manage complex and high‑risk ER matters (disciplinary, grievance, performance, absence, restructuring). Ensure consistent, fair, and legally compliant people practices. Provide pragmatic, commercial advice to leaders while mitigating risk and protecting company values. Partner with legal advisors where required. 4) People Operations & Governance Ensure best‑in‑class delivery of core People processes (employee lifecycle, policy adherence, governance). Ensure compliance with employment legislation, data protection, and internal controls. Support audit requirements and reporting at Group level. 5) Change, Engagement & Culture Lead people aspects of change initiatives, ensuring colleague engagement, clarity, and adoption. Shape and embed the   People Promise / Culture Framework   across the business. Use engagement data and feedback to drive targeted action plans and measurable improvement. Act as a role model for company values and inclusive leadership 6) Leadership of the People & Culture Function Contribute to Group‑wide People strategy, sharing best practice and driving consistency. Champion continuous improvement of People processes, tools, and ways of working. Key Relationships Internal:   Executive team, senior leaders, Finance, Legal, Payroll, People Ops, wider Workforce External:   Legal advisors, benefits providers, learning partners, consultants Essential Skills: Proven experience in a People Manager / HR Business Partner role within a fast‑paced, commercial environment. Demonstrable experience of strategic business partnering at senior leadership level. Strong grounding in UK employment law and employee relations. Experience influencing leaders, managing complexity, and delivering change Data‑driven mindset with ability to link people metrics to business outcome Confident communicator with credibility at Board and leadership level.    Desirable Skills: Experience in multi‑site, scaling, or matrix organisations. Exposure to international or multi‑country workforces. CIPD Level 5 or 7 (or equivalent experience). Experience supporting transformation, M&A, or organisational redesign   Benefits: Competitive salary Private Medical Insurance Healthcare scheme Excellent contributory pension scheme Life Cover Online retail discounts Cycle to Work scheme Full training programme with continuing professional development The role is a mix of 2 home working days and 3 office-based days, candidates should therefore have a reasonable commute to our Ealing office. Working hours 9.00am – 5.30pm Monday to Friday. Our Commitment to Inclusion: At QBS, we believe diversity isn’t just a box to tick, it’s the engine that drives innovation, creativity, and growth. We’re building a culture where everyone belongs, every voice is heard, and every perspective is valued. We welcome people of all backgrounds, experiences, and identities, because we know that different ways of thinking make us stronger. Whether you’re starting your career or bringing decades of experience, what matters most is your passion, potential, and willingness to make an impact.

The People & Culture Assistant role is to provide high-quality administrative and operational support across the colleague lifecycle, ensuring a great colleague experience, accurate HR data, and timely, compliant payroll processing. The role supports core People & Culture processes such as onboarding, recruitment, employee records, HR coordination, policy adherence, and payroll preparation, working closely with Finance and external payroll providers where relevant. Key Duties & Responsibilities: Payroll Support (Core) Support   end-to-end payroll administration   including monthly/weekly processing timelines, cut-offs, and payroll calendars. Collect, validate, and process payroll inputs such as: New starters, leavers, and employee changes (salary, bank details, address, tax status). Absence data (sick pay, parental leave, unpaid leave), overtime, commissions, bonuses, allowances, and deductions. Timesheets and approvals (where applicable). Ensure payroll inputs are   accurate, authorised, and submitted on time   to internal payroll/Finance teams or external providers. Support statutory payroll requirements (as applicable), including: Statutory Sick Pay (SSP), Statutory Maternity/Paternity/Parental pay (SMP/SPP/ShPP), and other statutory payments. Assist with payroll queries and provide first-line support to colleagues, escalating complex issues appropriately. Support reconciliation activities such as checking payroll reports, variance checks, and maintaining audit trails. Coordinate distribution of payslips / payroll communications (in line with internal process). Maintain payroll documentation, trackers, and process notes for audit and continuity. People Administration & Employee Lifecycle Coordinate   onboarding and offboarding : Offer paperwork, right-to-work documentation, contracts/letters, inductions, system access requests, and leaver administration. Maintain accurate employee records across HRIS, payroll systems, and personnel files in line with data protection principles. Draft and issue standard documentation (e.g., employment letters, confirmations, contract changes, reference requests—within policy). Support probation administration, contract amendments, and general colleague lifecycle milestones Support with the recruitment process including booking in interviews and taking notes.    HRIS, Reporting & Data Quality Update HR systems accurately and promptly, ensuring all employee changes are logged and auditable. Produce routine reports (headcount, starters/leavers, absence, training compliance, payroll input summary) for People & Culture and Finance. Maintain trackers and dashboards to support compliance and operational rhythm.  Colleague Experience & ER Support (Admin Level) Act as a first point of contact for routine People queries (policies, benefits signposting, holiday queries, payroll queries). Support administration for employee relations processes (meeting invites, note-taking where appropriate, file management, letter templates). Schedule interviews, meetings, training sessions, and People initiatives. Compliance, Policies & Governance Support adherence to People policies, internal controls, and employment compliance processes (e.g., RTW checks, documentation, training records). Ensure confidentiality and handle sensitive data appropriately, escalating data/security concerns promptly. Support internal audits and document management practices. Continuous Improvement Identify process improvements in payroll and People operations to increase efficiency and accuracy. Contribute to improving templates, SOPs, and colleague communications.     Essential Skills: Experience in an   HR/People/Payroll administration   role (or strong administrative experience with payroll exposure Working knowledge of payroll inputs and monthly payroll cycle deadlines. High attention to detail and ability to manage confidential information appropriately. Strong organisational skills: able to manage multiple tasks, deadlines, and competing priorities  Confident communicator with a service-oriented approach. Good working knowledge of Microsoft Office (Excel, Outlook, Teams); comfortable working with HR systems.     Desirable Skills: Experience using HRIS and payroll platforms (e.g., [Cezanne / Workday / BambooHR / Sage / ADP / PayFit / Xero], etc.). Understanding of UK payroll basics (PAYE, NI, pensions auto‑enrolment) and statutory payments. Experience supporting audits, reconciliations, or finance collaboration.   Interest in progressing a career in People Ops/HR/Payroll.   Benefits: Competitive salary Excellent contributory pension scheme Private Medical Insurance Healthcare scheme Cycle To Work scheme Life Cover Online retail discounts Full training and development programme The role is a mix of 2 home working days and 3 office-based days, candidates should therefore live within reasonable commutable distance of our Ealing office. Working hours 9.00am – 5.30pm Monday to Friday. Please note: We are unable to offer sponsorship or relocation for this role Our Commitment to Inclusion: At QBS, we believe diversity isn’t just a box to tick, it’s the engine that drives innovation, creativity, and growth. We’re building a culture where everyone belongs, every voice is heard, and every perspective is valued. We welcome people of all backgrounds, experiences, and identities, because we know that different ways of thinking make us stronger. Whether you’re starting your career or bringing decades of experience, what matters most is your passion, potential, and willingness to make an impact.