Head of People Business Partners

The Head of People Business Partners is a strategic senior managerial role responsible for leading and orchestrating the team of People Business Partners (PBPs) serving the diverse Strategic Business Units (SBUs) and Strategic Business Partners (SBPs) across the Primer Group of Companies. Reporting directly to the Head of People & Culture, this role bridges high-level business vision with overarching people strategies. The Head of PBPs ensures that business leaders across all units are empowered with tailored, high-impact HR strategy, organizational design, talent management, and culture initiatives that directly fuel the Group's commercial growth, operational efficiency, and future-readiness.

Duties and Responsibilities

1. Strategic Business Leadership & Execution

• Align & Drive Strategy: Translate broad Primer Group enterprise objectives into cohesive, actionable People Strategies across all business units.
• Executive Advisory: Serve as a trusted strategic advisor to Senior SBU/SBP Leaders and business line managers on high-level organizational challenges, macro talenttrends, and strategic decisions.
• Enterprise Financial Alignment: Oversee workforce planning and headcount budgeting across all SBUs to ensure cost efficiency and maximum ROI on human capital expenditure.
• Strategic Integration: Partner with the Head of People & Culture to ensure functional programs align seamlessly with enterprise-wide culture and strategic initiatives.

2. Team Leadership & Capability Building

• Direct Supervision: Lead, mentor, and elevate the performance of all People Business Partners (PBPs) across various divisions and business units.
• Functional Excellence: Establish standard operating procedures, best practices, and consistency in how People Business Partners consult, execute, and deliver value to their respective business units.
• Performance Management: Set clear KPIs and development plans for the PBP team, fostering a high-performing, agile team culture.

3. Organizational Design & Transformation

• Org Structure Optimization: Guide and approve macro business unit restructures, operating model adjustments, workforce planning, and succession framework implementation.
• Change Leadership: Lead SBU-wide change management efforts resulting from business transformations, technology integrations, or shifts in strategy.
• Strategic Capability Assessment: Evaluate organizational capabilities against future business needs to ensure long-term business resilience.

4. Talent and Succession Management

• Talent Pipeline Strategy: Oversee critical talent reviews, high-potential (HiPo)identification strategies, succession planning, and strategic workforce roadmaps across all BUs.
• Performance Culture: Oversee the implementation and evolution of performance management frameworks across units to drive accountability and continuous performance improvements.

5. Governance, Employee Relations & Operations

• Risk Management & Compliance: Ensure all business units comply with labor laws and company policies while mitigating legal, operational, and reputational risks.
• Employee Relations Oversight: Guide the PBP team in resolving complex, high-impact employee relations cases in consultation with legal and compliance teams.
• Metrics & Analytics: Utilize workforce analytics and HR metrics to provide insights and actionable continuous improvement recommendations to Top Management and SBU leaders.

Leadership Competencies

● Strategic Thinking: Ability to analyze multi-faceted enterprise scenarios, anticipate industry shifts, and balance immediate operational needs with long-term strategic vision.

● Change Leadership: Championing continuous change, influencing executive stakeholders, and guiding cross-functional teams through transitions.

● Business Acumen: In-depth knowledge of retail/distribution business models, market dynamics, financial metrics, and operational levers.

● Building High-Performing Partnerships: Creating cross-silo synergies, optimizing human capital capacity, and aligning priorities across various executive leaders.

● Complex Problem Solving & Decision-Making: Evaluating data from diverse business streams to make sound executive decisions under ambiguity.

● Developing & Managing Leaders: Coaching, empowering, and holding direct reports and BU leaders accountable for exceptional output.

Qualifications

1. Education: Bachelor's degree in Human Resource Management, Business Administration, Psychology, Organizational Development, or equivalent. (Master's Degree/MBA preferred).

2. HR Leadership Experience: Minimum of 10–12 years of overall HR experience, with at least 5 years in a senior HRBP managerial role overseeing multiple units or multi-channel operations.

3. People Management: At least 5+ years of experience direct-managing leaders/teams and driving cross-functional stakeholder management at an executive or C-suite level.

4. Industry Background: Strong preference for experience within Retail, Wholesale, Distribution, Brand Management, or Conglomerate environments.

5. Ethics: Uncompromised professional ethics, strong personal values, and high professional standards.

Key Skills & Personal Attributes

1. Executive Presence: Outstanding oral, written, and presentation skills suited for C-suite engagement.

2. Strategic Financial & Business Acumen: Advanced capability to understand P&Ls, financial forecasts, and link headcount capabilities directly to enterprise metrics.

3. Data-Driven Strategy: Ability to translate complex HR analytics into strategic workforce solutions. 4. Agility & Resilience: Aptitude to thrive in a fast-paced, matrixed, and rapidly