Human Resources Business Partner

The Role

The HR Business Partner (HRBP) plays a pivotal role in shaping and delivering the People Strategy across the business. Working in partnership with senior leaders, the role provides both strategic and operational HR support, ensuring alignment with business objectives while strengthening Wren Sterling’s culture, regulatory compliance and overall colleague experience.

The HRBP leads on complex employee relations matters, organisational change programmes, talent management, workforce planning, acquisitions/TUPE, leadership development and reward initiatives. As a strategic partner, they use insight and expertise to influence decision‑making, build organisational capability, and drive a culture of engagement, inclusion and high performance. This role is critical in supporting Wren Sterling’s ambition to be an employer of choice within the UK financial planning sector.

The Business

Wren Sterling is a progressive UK-wide independent financial advice business. In complex markets that change frequently, we help our Corporate and Personal clients make the right financial choices through the provision of independent financial advice which is uniquely tailored to their specific needs. Wren Sterling specialises in all aspects of savings, investments, and retirement planning to individuals. Through successful partnerships with Building Societies, we deliver independent financial advice to their customers. For corporate clients we provide advice on engaging employees through the provision of group risk, protection, and other employee benefit solutions.

Principle Objectives & Responsibilities

This will include, but is not limited to, the following responsibilities (full job description attached):

Be a true strategic partner
• Work closely with senior leaders, using data and insight to shape people plans and drive high‑performance teams.
• Coach, challenge and support leaders to deliver great people outcomes.

Lead on people matters that really matter
• Own complex ER cases and ensure fair, consistent and compliant outcomes.
• Drive talent, performance and succession processes that build capability across the business.

Shape organisational change
• Lead the people elements of restructures, consultations and culture‑shaping initiatives.
• Provide expert advice on organisational design and future workforce needs.

Play a key role in acquisitions & TUPE
• Support due diligence and lead smooth, colleague‑focused TUPE processes and integrations.

Influence reward & recognition
• Partner with the Director of HR on salary reviews, benchmarking and benefits development.
• Guide managers on pay decisions, retention and recognition.

Drive great hiring decisions
• Oversee recruitment for key roles and manage our agency PSL.
• Support direct sourcing, early careers and employer brand initiatives.

Champion compliance & good governance
• Lead policy development, uphold FS regulatory requirements and maintain strong data protection standards.

Be a role‑model for great HR practice
• Produce clear MI insights, support the HR Assistant/Apprentice, and champion EDI and positive workplace behaviour.

Qualifications

Essential:

• GCSEs including Maths and English (or equivalent)
• CIPD Level 5 Diploma (or equivalent), working towards Level 7 preferred

Desirable:

• Degree in Business, HR, or related discipline
• Coaching qualification or leadership development accreditation

Knowledge Required

• Extensive experience in a generalist HR role, with proven HRBP experience in a regulated environment.
• Strong knowledge of UK employment law and Financial Services HR obligations.
• TUPE expertise and experience supporting mergers & acquisitions.
• Understanding of data protection legislation relating to HR.
• Practical understanding of payroll and benefits processes.

The package

• Employee Benefits Trust – Eligible to join discretionary share trust established for all employees to share in the future success of the business
• Non-Sales Bonus Scheme
• Generous holiday package (including holiday trading)
• Ongoing professional development support with salary increases for the completion of key qualification milestones and clear career paths for future progression
• Agile working approach – work from a number of workplace settings
• Pension Scheme – Employer pension contributions based on total earnings
• 5% Flex allowance to spend on a wide range of employee benefits including:
  • Private Medical Insurance
  • Death in Service Cover
  • Group Income Protection
  • Critical Illness cover
  • Lease Car Service
  • And many more!