Working at Stella McCartney is a truly rewarding experience. As a luxury fashion company with a strong ethical standpoint we are leaders and innovators in our industry.About the team

As part of the People and Culture team, this role provides an opportunity to be part of an exciting, forward-thinking and innovative workplace. We want to make sure everyone who is part of the department can contribute to the People and Culture Vision and Mission, creating memorable experiences to attract, support, retain and develop the best talent.Overview

As a People Partner with a focus on Learning, Development and Wellbeing, you will play a key role in embedding our People and Culture strategy across our UK HQ Corporate functions (including Finance, Digital, IT, Legal and People and Culture). You will support leaders to achieve our collective goals by driving performance, delivering an exceptional employee experience, fostering a culture of engagement and inclusivity, and ensuring that colleagues have opportunities to grow and develop. You will also partner with our US and APAC teams to support with training and development.This role is ideal for a commercially aware, collaborative HR professional who can balance day-to-day people partnering with a passion for delivering impactful learning and inclusion initiatives.Your Mission

Strategic People Partnering: Develop and drive the people agenda and authentic business objectives for your partnered areas in collaboration with senior leaders and People and Culture Centres of Excellence (COE).Support the Head of People Partnering in embedding the UK people agenda and rolling out global initiatives locally.Guide managers in addressing performance challenges, employee relations issues, and organisational design needs.Coach and upskill line managers to strengthen people leadership capability.Proactively manage sometimes complex employee relations in your business areas and drive implementation of any recommendations.Lead on performance management in your business areas, ensuring clear feedback and development opportunities are provided. Support managers in addressing performance challenges and implementing improvement plans.In partnership with senior leaders, drive the people priorities for the teams including team effectiveness, organisational design, engagement and culture, and DEI.Learning and Development: Support the design and delivery of learning and development programmes including onboarding, management training, technical skills, mentoring and e-learning.Coordinate external training providers and ensure high-quality delivery.Gather and analyse feedback on LandD activities, recommending improvements to enhance impact.Identify learning needs in partnership with leaders and COEs, feeding into broader LandD priorities.DEI and Inclusion: Support the delivery of DEI and Wellbeing initiatives, workshops and employee events that foster a sense of belonging and inclusivity.Partner with colleagues across People and Culture to embed DEI principles into recruitment, promotion, and development processes.Help facilitate employee resource groups (ERGs) and provide insights from employee voice surveys to drive action planning.Talent Development: Support Talent Acquisition in recruiting the best talent for client groups; oversee recruitment requests, drive the recruitment process and partner managers in interviews. In collaboration with LandD, identify learning gaps and needs for partnering areas and develop bespoke development plans.Change and Project Management: Contribute to People and cross-functional projects, ensuring smooth implementation and communication.Stay up to date with industry best practice in HR, LandD and DEI, bringing fresh ideas to the People and Culture team.Employee Relations: Proactively manage sometimes complex employee relations and drive implementation of any recommendations.Coach, upskill and empower line managers in all aspects of people management, providing guidance and tools where appropriate, particularly related to employee relations.Employee lifecycle: Own and enhance the end-to-end people lifecycle for partnered areas, including onboarding, leavers, performance, talent, salary and bonus review.Your Talent

Experience as a People Partner / HRBP with exposure to Head Office Corporate departments.Ideally, experience managing UK and global corporate employees.Experience in learning, development, or diversity and inclusion/wellbeing programmes.Solid understanding of performance management, employee relations, and talent development.Gravitas to engage and influence senior internal stakeholders.Experience of working in a fast paced and high-profile environment.Commercial awareness and creativity in providing people-focused solutions.Adaptable and resilient with the ability to think quickly as situations change/ demands alter.Flexible approach to HR and experience of providing creative, commercially focused solutions which aid an inclusive culture.Innovative and not afraid to challenge the norm.Ideally, connected in the industry and keep up with fashion, sustainability and culture news.Reward

Our philosophy is to go beyond monetary return and consider ourselves responsible for your wellbeing, your family, your health, your time and the community.Up to 50% discount on Stella McCartney productsMatched pension contribution up to 6%Extensive private medical and critical illness insurance, as well as life assuranceAnnual Health Screening25 days annual leave (not including Bank Holidays) + 1 day of Birthday leaveFlexible working/core hoursEnhanced Maternity/paternity packagesMatched Give as You Earn charity schemeDiscounted gym and fitness memberships (Classpass)Health cash planPhysical and Mental Wellbeing Support ServicesEmployee referral bonusOptional/ Paid Benefits: Season ticket loan, cycle to work and tech schemes, travel and dental insurance and much more.We welcome people with disabilities and endeavour to make reasonable adjustments. If you require such adjustments please let us know within 48 hours of your interview.At Stella McCartney, we like to be bold. For us this means challenging ourselves and the wider industry in which we operate. As part of our commitments to inclusive fashion, we have an ambitious strategy to put diversity, equity and inclusion at the centre of everything we do. Our starting point is to create a workplace where different voices are respected, heard and empowered in equal measure regardless of factors such as culture and backgrounds, and to influence and disrupt fashion and other industries by providing opportunities for global diverse talent to shine.

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