Join us as an HR Business Partner, People Function and Leadership Hub
- In this strategic role, you’ll deliver impactful HR programmes using commercial insight, storytelling, data, and strong facilitation as a trusted partner to the bank, function, or franchise
- You’ll develop and implement strategic workforce plans that align with business goals and future needs
- You’ll also identify and develop talent both externally and internally across the bank to help maintain a robust succession pipeline
- Our team operates within a hybrid working model so you'll work from home some of the time, coming into the London office at least two days per week to collaborate closely with your colleagues
As an HR Business Partner, you’ll address complex business challenges using consulting methods, business knowledge, iterative prototyping, as well as current and predicative data. You’ll support the resolution of significant people-related issues that carry reputational, regulatory, or legal implications for the bank, ensuring these matters are handled with sound judgement.
You’ll also develop leaders within the business by using data insights to coach them on core aspects of people management, driving strong outcomes across reward, learning, talent, and employee relations. Additionally, you’ll contribute to business strategy by using deep knowledge of the bank and applying a talent and workforce effectiveness lens.
Furthermore, you’ll be:
- Identifying market disruptions and interpreting internal and external insight trends to understand how the bank, function, or franchise compares, while advising on strategic moves
- Proactively anticipating and mitigating the risk of future challenges and potential threats, strengthening the People Risk capability
- Building strong relationships with diverse stakeholders across the bank to support shared ownership of solutions
- Translating strategic solutions into clear, actionable plans with defined metrics for success
- Overseeing implementation, monitoring progress, and refining solutions based on real-world results
We’re looking for someone with established HR business partnering experience across corporate functions including HR for HR, with a strong track record of operating as a credible, trusted partner to senior executive stakeholders. You’ll also have experience leading change and HR transformation programmes in a variety of complex environments with an in depth understanding of best practice.
You’ll have the ability to analyse and interpret data to identify trends, inform decisions, and demonstrate the impact of People initiatives and strategic outcomes. You’ll also need experience analysing complex People and business challenges, identifying root causes, and developing practical, effective solutions. Strong commercial acumen with a solid understanding of the business strategy and the wider industry is essential.
In addition, you’ll need:
- The capacity to build strong, trusting relationships across the bank, informing and influencing decision-making as a credible People partner
- A proven track record in organisational design and strategic workforce planning
- Excellent written and verbal communication skills to engage and challenge stakeholders at all levels
- Strong knowledge of the use and application of AI tools to enable and drive insights, ensuring AI is used ethically and sustainably
Hours
35Job Posting Closing Date:
02/04/2026Ways of Working:HybridNatWest Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about NatWest Group and has not been reviewed or approved by NatWest Group.
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Flexible Benefits — A flexible ValueAccount structure with pension and benefit funding allows tailoring of health, protection, lifestyle, and savings options, with unused amounts typically paid as cash. This flexibility supports personalisation of coverage, particularly in Great Britain where the framework is most detailed.
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Retirement Support — Employer-funded pension contributions are provided on top of salary in Great Britain, alongside automatic retirement enrollment and share/save programs. This creates structured long‑term wealth support as part of total reward.
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Parental & Family Support — UK policies outline extended maternity, adoption and equal partner leave on full pay with a phased return, plus paid neonatal care leave. These provisions are positioned as market‑leading and complement broader flexibility resources.
NatWest Group Insights
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What We Do
We’re a business that understands when our customers and people succeed, our communities succeed, and our economy thrives. As part of our purpose, we’re looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we’re prioritising enterprise as a force of change. We’re focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to our continued growth as a company in an ever changing and increasingly digital world. By setting a dynamic and leading learning culture, our people prosper, and our customers are given the tools to continue to improve their financial capability and confidence. One of the biggest challenges we all face in our future is climate change. That’s why we’ve put it right at the core of our purpose. We want to champion climate solutions with financing and entrepreneurial support, fully embed climate into our culture and decision making, and be climate positive by 2025. We’re committed to using our purpose to break down barriers, drive change and ultimately create a great place to work.
