Job Profile Summary
The Senior HR Business Partner supports the Group Head of HR in executing the Group people strategy, whilst partnering with the business and ensuring the HR Business Partner team runs effectively. They deliver the end‑to‑end people experience with their own assigned business areas and support the HR Business Partners to deliver in their areas.
This role requires significant HR Business Partner, Change, ER, OD and line management experience in order to ensure Chaucer remains successful at attracting, developing and retaining top talent.
Job Description
HR Leadership
Work with the Group Head of HR to execute the Company’s people strategy and excellence in HR service, along with thought leadership to partner with business stakeholders.
Advise leaders on operating model changes and own implementation. Providing people support in relation to change management initiatives.
Manage and develop the HR Business Partner team, providing leadership, guidance, and support.
Culture, DEI & Engagement
Executes initiatives to enhance culture, employee engagement and well‑being.
Helps implement the Diversity, Equity & Inclusion (DEI) Agenda and supports initiatives for the Company.
Delivery of assigned DEI objectives and initiatives that foster a positive and inclusive working environment.
Champions the ‘One Chaucer’ culture.
Talent and Performance Management
Works with business stakeholders, the HRBP and Recruitment teams to ensure Chaucer attracts and hires top talent in line with long term capability/skills needed and resource plans.
Ensures Inclusive Hiring practices are followed in all business areas and actively participates in recruitment processes.
Manages the annual Talent and Succession planning process with stakeholders. Identifies and implements learning plans aligned to Future Skills Frameworks.
Manages and oversees promotions aligned to Future Skills Frameworks, Resource Plans and Chaucer processes.
Helps identify, organise, facilitate and participate in Training, Team Development, DEI events and Strategy days.
Manages the annual performance review and objective setting processes, ensuring HRBP training is delivered. Helps with enhancing Workday, including scoping, testing and effective implementation of any updates.
Implementation and effective embedding of Future Skills Frameworks, ensuring alignment to applicable people processes.
HR Business Partnering & Operations
Regular, effective and strategic meetings with business stakeholders; maturing the HBRP function as a strategic change and thought partner.
Work closely with business stakeholders to manage change.
Ensure effective running of HR Operational processes across all business areas.
Develop HRBP analytics and dashboards to mature HR meetings and value add data.
Manage complex Employee Relations matters, elevate manager capability and ensure consistent outcomes.
Understand policy and regulatory frameworks e.g. employment law, GDPR, right-to-work.
Maintains up-to-date knowledge of HR best practice and legal requirements.
Skills and Competencies
- Proven experience in HR team management /Senior HRBP role, ideally within the insurance or financial services sector.
- Professional CIPD qualification or equivalent.
- Strong understanding of HR best practices, employment law and organisational development.
- Excellent leadership, communication, and interpersonal skills.
- Solutions focused with strong record of delivery.
- Demonstrated ability to drive change.
- Cultural awareness and a passion for equality, diversity and inclusion and a commitment to promoting this within the Company.
- Handling sensitive or confidential information that others may have shared with discretion and escalating to the appropriate person if necessary.
- Strong understanding of applicable regulatory frameworks (e.g. FCA, PRA, Lloyd’s SMCR).
Nothing in this job description may replace an individual’s contract of employment or the company’s policies and procedures as contained in the employee handbook.
Chaucer is committed to diversity, actively values difference and respects people regardless of the protected characteristics which are outlined in the Equality Act 2010 (UK legislation) as a result of the Equal Treatment Directive 2006 (EU legislation).
A diverse workforce and an inclusive workplace are core to our success as a business and integral to our winning strategy and culture. We recruit from the widest available pool of talent, and our hiring, assessment and selection process is fair, free from bias and one which ensures we select the right person for the job, based on merit. We are committed to promoting a culture that actively values difference, and recognises that everyone has the right to be treated with dignity and respect throughout their employment.
We are open to considering flexible working arrangements for all roles and encourage you to outline your needs during the interview process.
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