Senior People & Culture Business Partner

You will work in partnership with leaders, key stakeholders and People & Culture (P&C) colleagues to shape, develop and deliver P&C plans and solutions aligned with the needs and priorities of the business, including supporting growth into new markets and the movement of talent across borders.

You will act as the internal subject matter expert for global mobility, providing guidance on areas including international assignments and transfers, relocation, immigration, tax, cross-border employment, mobility-related reward and benefits, and associated compliance requirements.

You will focus on strategic activities, evaluating the P&C service and value delivered to the business and translating business requirements into appropriate people strategies and solutions. You will work collaboratively with P&C specialists and external partners, leveraging their expertise where appropriate to achieve the right outcomes, while maintaining oversight of risk, cost, compliance and employee experience.

Working with Department Leader(s), you will use the P&C balanced scorecard and other relevant people insights to evaluate effectiveness, identify opportunities and drive value, ensuring our people and global mobility approaches continue to evolve in line with business growth.

SKILLS, qualifications AND EXPERIENCE 

Skills, Qualifications and Experience 

• Degree qualified (preferably in HR or HR related)
• Strong business partnering experience 
• CIPD level 7 preferred
• Previous experience in complex multi-jurisdictional organisations
• Previous experience of working across Europe and GCC
• Previous experience of working within PE or PE backed organisations
• Track record in value creation
• Strong project management skills
• Strong track record of working in a fast-paced environment

Change management experience and evidence of leading on transformation programmes

Note:  The successful candidate will be required to complete pre-employment screening to BS7858:2019, or national equivalent. (Covers: Confirmation of identity, legal right to work, financial probity, criminal history and associations with proscribed organisations). It is the policy of Pure DC that all individuals have a responsibility for the security and protection of company’s Information and IT Resources over which they have control, according to their role.

Please note that we do not accept unsolicited agency CVs or speculative candidate submissions. Pure Data Centres operates an in-house Talent Acquisition function and works with a select number of recruitment partners through an established Preferred Supplier List (PSL).

Any speculative CVs submitted without prior agreement or authorisation will be deemed to have been introduced directly to Pure Data Centres and will be considered under our own ownership, with no fees payable to the submitting agency.

We kindly ask that agencies respect this policy and refrain from sending unsolicited CVs or making speculative approaches to our hiring teams.

Core Responsibilities & Deliverables

HR

• Work closely with Leaders to develop and implement a strategy that drives maximum value
• Act as a trusted advisor and partner to leaders, providing advice, guidance, and support on all P&C matters
• Optimise organisational effectiveness through the application of P&C processes
• Implement talent management initiatives, including talent assessment, succession planning, and leadership development
• Proactive member of the leadership team, participating in the management of the business
• Identify the organisational capabilities required to execute the business strategy
• Work with the business unit to translate business needs into clearly articulated and actionable organisational and people requirements
• Collaborate with specialists to create effective and integrated P&C solutions
• Work with the business to deploy the P&C solutions to the business unit
• provide feedback to specialists about P&C solution effectiveness and work with them as appropriate to identify continuous improvement opportunities and gaps
• Work collaboratively with the business leaders to co-create a plan to shape the desired culture
• Be accountable for the execution for talent management and performance management and coach the business leaders on the use of P&C processes throughout the year
• Monitor organisation performance through the agreement and ongoing use of the P&C balanced scorecard
• Participate in the governance of organisational excellence, ensuring all processes are adhered to and enhanced with support from the specialists
• Develop the leadership and manage the talent pipeline in the business unit 
• Review and decide on policy exceptions, work with the appropriate specialist on individual exceptions
• Collaborate with fellow business partners to agree on the organisational/people agenda in the unit and agree on a common set of priority needs from the specialists

GLOBAL MOBILITY

• Design and implement a future-fit global mobility strategy aligned with business needs and growth into new markets
• Develop, lead and continually refine global mobility policies covering relocation, tax, immigration and cross-border employment
• Act as the internal subject matter expert on mobility and related compensation matters, advising on risk, compliance, cost control and operational feasibility
• Ensure full compliance with global mobility regulations by proactively managing and delivering all required activities, including A1 certificates, Posted Worker Notifications, and related cross-border employment obligations
• Manage the end-to-end relocation process for employees and their families, ensuring seamless entry into the host country through effective coordination of accommodation, immigration, and local onboarding support
• Support high-impact moves including permanent transfers, assignments, and short-term deployments, with complete visibility of total reward impact
• Maintain robust frameworks for mobility cost tracking, shadow payroll, equity treatment and benefits alignment
• Manage third-party vendors delivering tax, immigration, relocation and benefits advice, ensuring value for money and service quality

Team management responsibilities & key relationships

Key stakeholders include:

• Senior Leaders (ELT-1 and 2)
• People and Culture Team
• Corporate support services (it, legal, finance)
• External global mobility and payroll partners