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HR Business Partner (mat cover)

HR Business Partner (mat cover)

Job ID 
Position Type 
Fixed Term Full-Time
Human Resources
Pentland Brands

More information about this job


Pentland_Brands_Recruitment_Banner - icims


Building a family of brands, for the world to love, generation after generation


Pentland is the name behind some of the world’s best sports, outdoor and fashion brands.


We own Berghaus, Canterbury of New Zealand, Speedo, Boxfresh, Ellesse, KangaROOS, Mitre, Prostar and Red or Dead. We are also the global licensee for Lacoste Chaussures and Ted Baker footwear, the UK licensee for Kickers, and are shareholders in other companies such as Hunter, Butterfly Twists, Heidi Klein and Tracksmith.


We’re a third-generation, family-owned business – and we retain strong family values. We care about people, and that’s what drives our day-to-day work. This year the Great Place to Work® Institute recognised Pentland Brands the 11th Best Workplace in the UK and the 16th Best Workplace in Europe. Our global headquarters is in the UK and we employ 2,000 people across 20 countries around the world.


We believe that doing business the right way, with respect for people and the environment, is essential for ensuring our long-term sustainability - generation after generation. The Pentland values are at the heart of what we do and how we interact with the world around us.


For further information, please visit


The Role:

As a HR Buisness Partner you will act as a strategic partner with members of the Senior Management team within the Nottingham and Sunderland Office. You will be resposnsible for supporting the Active division transition and create and embed an Active culture, whilst maintaining a critical focus on people and brand performance. In conjunction with the HR Director, shape, implement and review the people strategy in line with business plans and Group-wide HR strategy. This includes leadership development, talent management, employee engagement, ER, diversity and inclusion initiatives, reward and recognition, and organisational design.  


Organisational Development

  • To support the business through transformational change working collaboratively with functional HR teams across multiple locations.
  • Support Divisional implementation of functional operating models globally and manage the change proactively working with Group Functions HR Teams and Centres of Expertise.
  • Support and work with the senior management team on their functional transformation and the review and creation of new ways of working to optimise our structures and people capability.
  • Partner on organisational design and coach senior leaders on building capability and structures which drive success, informed by a sound understanding of business drivers and performance. 
  • Facilitate leveraging Divisional capability to maximise the performance and potential of all brands.
  • Assess, advise and robustly manage the people implications of any changes to the Active Division ensuring the right people experience throughout whilst anticipating and mitigating against impact to business as usual activity and performance delivery.
  • Support the design and delivery of the global HR people plan aligned with the strategic business goals.
  • Use insights and report to the leadership team regularly to drive the people plan and agenda.

Talent Management

  • In partnership with Talent Acquisition, attract and engage talent at all levels.
  • Maintain a robust annual talent mapping process, actively identifying and supporting top talent, through tailored development planning, underpinned by functional capability frameworks where relevant.
  • Ensure an effective annual PDR process twice each year.
  • Support line managers in their role in analysing development needs, and embed our Always Learning value by offering relevant and engaging development solutions to fill capability gaps in line with budget. 
  • Activate and monitor succession/progressions plans across all departments.
  • Facilitate the mobilisation of talent, to ensure the needs of the business are met by having the right people are in the right places.  
  • Accountable for the development of the key divisional talent working with the Centres of Expertise.

Employee Engagement

  • Support on the design, implementation and evaluation of a Divisional comms and engagement strategy focused on the successful transition of the Active Brands into the Pentland Active Division.
  • Build capability within the management team to create an environment for people to thrive. 
  • Support management in leading effectively through change.
  • Encourage a culture of cross-functional and cross-brand knowledge sharing.
  • Create a shared culture that crosses functional and brand boundaries.

Employee Relations

  • Assess and advise on the people impact and legislative considerations of any changes to the Active Division portfolio.
  • Deal with complex employee relations issues in a timely, consistent, professional manner, in accordance with legislation and best practice.
  • Lead redundancy situations, professionally and sensitively.
  • Ensure the business is compliant on core employment legislation and every manager is fully informed and consistent in their application of key people management practices

Reward and recognition

  • Oversee the completion of the annual salary review, making recommendations for amendments in consultation with business leaders.
  • Drive recognition initiatives to ensure employees feel appreciated, raising productivity.

Diversity and Inclusion

  • Act as D & I champion within the Active Division, introducing and maintaining initiatives that create an environment that attracts and retains a varied talent pool.   


  • Effectively manage and develop a HR Advisor.
  • Build strong cross-functional and cross-divisional relationships. 
  • Partner with central HR teams, including People Development, Talent Acquisition, Reward, Payroll and HRIS to provide the best HR solutions to a wide variety of situations.
  • Working with Centres of Expertise and HR Systems, accountable for people insights reporting, proactively identifying themes and associated actions from data to inform the HR strategy.




                         What you need to have


  • CIPD qualified
  • Extensive HR management experience in a commercial environment. 
  • Strong in depth experience of partnering and collaborating at a senior HR level.
  • Strong track record of complex transformational change and partnering a senior management team through that change.
  • Effective multiple stakeholder management flair.
  • High-level leadership, communication, negotiation, conflict resolution and interpersonal skills.
  • Employment law expertise with the ability to apply this to a range of situations with a flexible, commercial and pragmatic approach.
  • Commercial acumen and pragmatic approach to problem solving.
  • Successful in the development and implementation of HR strategies, programs and initiatives that aligned with the overall business agenda.
  • Proven capability in delivering high-performing organisation cultures.
  • Behaviours that align to Pentland values; passion, courage, always learning and creativity.
  •  Line management experience (desirable)


                    What we need to see in you


• Excellent communicator.
• Strong relationship builder.
• Confident and willing to challenge.
• Proactive problem solving skills.
• Dedicated, determined and capable of multi-tasking.
• Quick to understand business models and processes.
• Results focused and committed to achieving goals.
• Passionate about building and maintaining an engaging culture.
• An advocate of employee recognition.
• Inquisitive about the external environment as a source of knowledge.
• Accurate and attention to detail.
• Excellent team player.



 This overview gives you a feel for what you’ll be doing day to day but it’s not an A to Z.