Impress employers and recruiters.
Choose from hundreds of resume examples.

Target Resume Now

Tailor your resume to this Senior HR Business Partner role.

Rezi rewrites your resume against ABM UK's job description. Free.

Resume score gauge reading 58 out of 100

Don't guess if your resume is good enough.

See how it scores against the Senior HR Business Partner posting at ABM UK — free, in seconds.

About the Role

As a versatile HR generalist, you will lead and deliver all aspects of HR and IR, shaping performance and development systems, and designing talent frameworks. You will provide HR guidance and reporting, ensuring confidentiality and strong relationships with all stakeholders.

Responsibilities

Lead the development and delivery of the London Heathrow PRS account people plan, aligned to the contract strategy, ABM UK & Ireland People Strategy, operational priorities and Enterprise strategy.
Act as a trusted adviser to the Account Director and senior operational leadership team, providing commercially focused, practical and insight-led People advice.
Build effective relationships with relevant client stakeholders and contribute to people-related client governance, reviews and improvement plans.
Translate operational priorities, service requirements and client expectations into clear workforce, leadership, culture and colleague-experience outcomes.
Ensure people activity supports contract performance, service continuity, colleague experience and client confidence, escalating material risks to the HR Director.
Deliver outcomes through influence rather than formal authority, setting clear expectations with leaders and maintaining accountability for agreed people outcomes.
Coach and challenge operational leaders and managers to build ownership, capability, consistency and confidence in people leadership.
Bring together Employee Relations, Recruitment, Learning & Development, Talent, Engagement, Shared Services, People Insights, HR Technology, Communications and People Programmes around the account's priorities.
Establish clear ownership, handoffs, timescales and escalation routes so specialist support is joined up, timely and aligned to operational need.
Act as a senior escalation point for complex people risks, stakeholder challenges and cross-functional dependencies, ensuring the VP HR has early visibility of material issues.
Develop and drive a practical account culture and engagement plan that supports an inclusive, respectful and high-performing frontline environment.
Strengthen team member voice and communication across shifts, locations and workforce groups, ensuring leaders listen, respond and visibly follow through on feedback.
Use engagement, retention, attendance, employee-relations and operational insight to identify themes, address root causes and prioritise targeted interventions.
Coach leaders to improve performance, attendance, wellbeing, recognition and the quality and consistency of the day-to-day colleague experience.
Work with Communications, Engagement and other specialist teams to ensure account activity is coordinated, accessible and relevant to frontline colleagues.
Lead strategic workforce planning for the London Heathrow PRS contract, aligning workforce capacity and capability to service demand and operational requirements.
Work with leaders to identify recruitment and retention pressures, future skills, critical-role dependencies, capability gaps and succession risks.
Partner with Talent, Recruitment and Learning & Development to strengthen frontline leadership, critical-role succession, career pathways and workforce capability.
Support organisational design, structure reviews and changes to ways of working, ensuring accountabilities, spans and interfaces enable effective service delivery.
Bring relevant external insight from aviation, facilities management and frontline service environments to challenge thinking and inform practical solutions.
Lead the business partnering contribution to organisational change, service improvement, technology and process implementation, TUPE, mobilisation and demobilisation activity affecting the account.
Work with People Programmes and specialist teams to confirm the right delivery model, roles, governance and account support for each activity.
Provide senior stakeholder management, business context, people-risk insight and local implementation support so change is effectively coordinated, adopted and embedded.
Identify people risks, dependencies and colleague impacts that may affect service continuity, operational performance or client confidence, and ensure effective mitigation is in place.
Maintain effective relationships with employee representatives and trade unions, supporting constructive engagement and early resolution of workforce issues.
Support the VP and Industrial Relations & HR Policy Centre of Expertise with pay negotiations, collective consultation and other industrial-relations activity affecting the account.
Partner with Employee Relations on complex, high-risk or business-critical matters, ensuring decisions balance legal, commercial, colleague, operational and client considerations.
Use employee-relations data and case themes to identify systemic issues, strengthen manager capability and reduce repeat risk.
Establish a clear account people scorecard and governance rhythm, combining people, operational and relevant client measures to track delivery and impact.
Use workforce data and qualitative insight to identify emerging risks, trends and opportunities and turn them into focused action.
Provide clear, timely updates to the Account Director, account leadership team and HR Director on progress, risks, decisions and support required.
Evaluate the impact of people interventions and adjust priorities where outcomes are not improving at the required pace.
Contribute to continuous improvement of the People Operating Model, ensuring the account receives proactive, joined-up and value-adding support.

Requirements

Significant senior HR business partnering experience in a complex, unionised, frontline, customer-service or regulated environment; aviation or facilities management experience is desirable.
Demonstrable experience of developing and delivering strategic account people plans that improve workforce, leadership, culture and business outcomes.
Strong track record of influencing senior operational and client stakeholders, delivering through others and retaining accountability without formal authority or direct reports.
Experience of strategic workforce planning, organisational effectiveness, talent and succession, manager capability and employee engagement in a large operational workforce.
Strong employee and industrial relations experience, including complex case management, trade-union engagement, collective consultation and pay negotiations.
Ability to use people, operational and commercial data to diagnose issues, establish priorities, measure impact and communicate clear recommendations.
Experience of leading or supporting organisational change, TUPE, mobilisation, technology or process implementation in a business-critical environment.
Strong commercial judgement and an understanding of how people outcomes affect contract performance, service delivery, colleague experience and client confidence.
Resilient, credible and collaborative, with the ability to work at pace, navigate ambiguity and maintain effective challenge in a high-profile 24/7 operation.
Obtaining an airside pass is an essential requirement of this role.
Successful candidate will be required to complete a full five-year background check, including a criminal record check.

Skills

HR generalist
Human Resources
Industrial Relations
Performance Management
Succession Planning
Workforce Planning
Talent Management
Employee Relations
Change Management
Stakeholder Management
Data Analysis
Commercial Acumen
Communication

Location

London, Heathrow

Work Type

Permanent
Full-time

Experience Level

Senior

Education Level

CIPD qualification required
Degree-level education or equivalent experience
Further development in HR business partnering, change, employee relations or organisational design desirable

Benefits

24/7 GP service for employee and immediate family
Mental Health support and Life Event Counseling
Get Fit Programme
Financial and legal support
Cycle to work scheme
Access Perks at Work employee app with discounts, gift cards, cashback, exclusive offers, and resources for family, life, health, money, and work
Online chat or telephone service for urgent support in a crisis

About the Company

ABM (NYSE: ABM) is one of the world’s largest providers of integrated facility, engineering, and infrastructure solutions.
Over 100,000 team members deliver essential services that make spaces cleaner, safer, and efficient, enhancing the overall occupant experience.
ABM serves a wide range of market sectors including commercial real estate, aviation, mission critical, and manufacturing and distribution.
With over $8 billion in annual revenue and a blue-chip client base, ABM delivers innovative technologies and sustainable solutions that enhance facilities and empower clients to achieve their goals.
Committed to creating smarter, more connected spaces, ABM is investing in the future to meet evolving challenges and build a healthier, thriving world.
ABM: Driving possibility, together.

Equal Opportunity

ABM are committed to employment practices that promote diversity and inclusion in employment regardless of age, disability, gender reassignment, sex, marriage and civil partnership status, pregnancy and maternity status, race, religion or belief.
We are proud members of the Armed Forces Covenant Employer Recognition Scheme.