HR Business Partner

Main Purpose:

We are seeking an experienced and dynamic HR Business Partner (HRBP) to align our people strategy with business objectives in a complex and fast moving environment. The HRBP will act as trusted advisor, strategiy partner, and operational expert, supporting managers and employees across our London offices and other selected EU locations. This role blends advisory expertise with hands-on HR responsibilities, focusing on employee relations, performance management, talent development, and operational and administrative excellence.

Our ideal candidate will have strong background in UK employment law and ideally tax, as well as familiarity with HR practices across other EU jurisdictions.

Knowledge Skills and Abilities, Key Responsibilities:

• Bachelor’s or Master’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
• CIPD qualification preferred.
• min 5 years experience as an HRBP or Senior HR Generalist, ideally within a multinational or matrixed fast paced environment.
• Proven expertise in key HR functions: performance management, recruitment, international assignments, compensation & benefits, organizational design, and talent development.
• In-depth knowledge of UK employment law and regulatory frameworks; EU experience is a strong plus.
• Experience in using HR technology, particularly Workday.
• Proven experience using HR technology and/or implementing an HRIS.
• Demonstrated success in influencing senior leaders and managing change.
• High integrity and sound judgement in managing sensitive matters.
• Strong consulting and stakeholder management skills.
• Analytical mindset.
• Excellent communication, presentation,and relationship-building skills.
• Proficiency in payroll practices and UK taxation is advantageous.
• Strong organisational skills with a focus on maintaining accurate documentation and managing multiple administrative tasks effectively.

Key Responsibilities

Employee Advice & Support

• Provide day-to-day HR guidance to employees and managers, addressing queries on policies, benefits, systems, and other HR matters.
• Support employees and managers through coaching conversations to foster engagement and performance.

Administrative Responsibilities

• Maintain accurate employee records and ensure compliance with local and EU regulations.
• Manage the administration of HRIS, including updates to employee data in Workday.
• Prepare and maintain HR-related documentation such as employment contracts and policy updates.
• Act as point of contact for administrative queries.
• Support the payroll team by ensuring accurate and timely submission of data.

Relocations/Immigration

• Manage end-to-end relocation processes for employees transitioning to/from the UK, ensuring seamless support.
• Coordinate with external partners and internal stakeholders to manage immigration, tax compliance, and relocation logistics.

Employee Relations

• Act as trusted advisor to managers on sensitive employee relations matters, ensuring alignment with legal and company standards.
• Serve as a mediator and advisor in sensitive situations, ensuring solutions align with both legal requirements and organizational values.

Performance Management

• Support managers and employee in the Performance Management cycle, delivering Performance Improvement Plans (PIP) or development plans.
• Collaborate with managers to embed a culture of continuous feedback and accountability.

Onboarding & Induction

• Deliver engaging and informative induction sessions for new hires.
• Act as a cultural ambassador to help new hires navigate organizational values, expectations, and systems.
• Conduct one-month check-ins with new starters to ensure a smooth onboarding experience.

HR Processes & Projects

• Collaborate with the Regional HR Manager and Global HR teams to drive HR initiatives in alignment with global strategic priorities.
• Conduct exit interviews and provide actionalable insights to leadership.
• Regularly review and assess the competitiveness and effectiveness of local benefits offerings, ensuring they align with employee needs, market trends, and organizational objectives. Lead the renewal and enhancement of benefits programs in collaboration with external providers and internal stakeholders.

Competencies

• Strategic Thinking: Ability to align HR initiatives with business objectives and contribute to organizational success.
• Collaboration: Build strong partnerships with cross-functional teams and stakeholders across geographies.
• Problem-Solving: Tackle complex challenges with innovative and practical solutions.
• Resilience: Adapt to shifting priorities while maintaining high-quality deliverables.
• Cultural Awareness: Leverage understanding of diverse perspectives to build inclusive policies and practices.
• Organizational Excellence: Ensure high-quality execution of administrative tasks to support HR operations and compliance requirements.

Key Relationships and Department Overview:

Key Relationships

• Country Head
• Global Head of HR
• Regional Head of HR Europe (Geneva, Switzerland)
• Other HRBPs and HR Generalists
• Payroll team and shared services department (India based)
• Recruitment team (Athens based)
• Global Heads of Talent Acquisition, L&D and Compensation & Benefits
• Workday Solution Architect
• Business Managers and employees.
• External partners such as legal advisors, relocation and immigration partners

Department Overview

The HR department at Trafigura supports the business by attracting, developing, and retaining top talent. The team operates globally, fostering a collaborative and innovative culture that aligns with Trafigura’s ambitious goals. This role sits within the Regional HR team and supports a multi-faceted, high-performing organization.

Reporting Structure

Reporting directly to the Regional Head of HR Europe based in Geneva, Switzerland

Equal Opportunity Employer

We are an Equal Opportunity Employer and take pride in a diverse workforce. We do not discriminate in recruitment, hiring, training, promotion or other employment practices for reasons of race, colour, religion, gender, sexual orientation, national origin, age, marital or veteran status, medical condition or handicap, disability, or any other legally protected status.