HR Business Partner

Job summary

The SIA is the organisation responsible for the regulation of private security. It is an independent, arm’s length body (ALB) of the Home Office, reporting to the Home Secretary, under the terms of the Private Security Industry Act 2001. The SIA’s purpose is protecting the public through effective regulation of the private security industry and working with partners to raise standards across the sector. Its regulatory remit covers the whole of the United Kingdom.

The SIA has two main duties: the compulsory licensing of individuals undertaking designated activities within the private security industry and the management of a voluntary Approved Contractor Scheme, which measures private security suppliers against independently assessed criteria.

SIA licensing covers security operatives who are in guarding, door supervision, close protection, cash and valuables in transit, and public space surveillance using CCTV, vehicle immobilisation (in Northern Ireland) and key holding. Licensing ensures that private security operatives are fit and proper persons who are properly trained and qualified to do their jo

Job description

Key Responsibilities

Strategic HR Partnering - Act as the primary HR contact for designated directorates, building strong, trusted relationships with senior leaders and managers. Understand directorate objectives and workforce challenges and provide tailored HR advice and support aligned to business needs. Contribute to the development and implementation of the organisational people strategy.

Employee Relations & Case Management - Provide expert guidance on complex and high-risk employee relations matters (e.g. grievance, disciplinary, absence, performance). Oversee and quality assure HR casework across assigned areas, ensuring legal compliance, consistency, and fair outcomes.

Workforce Planning & Change - Support workforce planning activities including organisational design, succession planning, and capability development. Lead or support organisational change initiatives such as restructures, TUPE transfers, and consultations.

Talent, Learning & Development - Work with line managers and learning and development HRBP to identify skill gaps and talent needs that would inform learning and development plans.Promote leadership development to enhance their people management skills.

Performance & Engagement - Champion performance management, supporting managers to set objectives, give feedback, and manage underperformance. Contribute to staff engagement initiatives, supporting the analysis of staff survey results and development of action plans.

HR Policy & Compliance - Contribute to the review and development of HR policies in line with legal and organisational requirements. Interpret and advise on HR policies and employment law, supporting fair and consistent application.

Project Delivery - Lead or contribute to cross-cutting HR projects such as organisational change, wellbeing initiatives, EDI programmes, and system/process improvements

Data & Insight - Support accurate HR reporting, including diversity and inclusion metrics, workforce demographics, and attrition analysis. Use HR metrics and data to provide insight, identify trends and risks, and inform decision-making.

Day-to-day HR management - The HRBP would be responsible for the effective delivery of day-to-day HR operations, which include but are not limited to:

• Employee Wellbeing: Promoting and supporting the physical, mental, and emotional wellbeing of staff through proactive initiatives, guidance, and access to resources.
• Recruitment Planning and Job Evaluation: Coordinating workforce planning, overseeing recruitment processes, and ensuring fair and consistent job evaluation practices.
• Employee Exit: Managing leavers’ processes, including resignation handling, exit interviews, knowledge transfer, and offboarding administration.
• Sickness Absence Management: Monitoring and supporting the effective management of short- and long-term sickness absence, working with managers to implement sup
  • nterventions and ensure compliance with policy.

  HR Advice - Provide timely, accurate, and consistent HR advice to managers and employees on the full range of people management issues. This includes:

  • Interpreting and applying HR policies and procedures.
  • Advising on employee relations matters such as disciplinary, grievance, performance and capability.
  • Supporting informal resolution of workplace issues at the earliest possible stage.
  • Guiding managers through processes to ensure compliance with employment law and organisational policies.
  • Maintaining clear records of advice given and ensuring alignment with best practice and case law.
  • Collaborating with HR colleagues to ensure a joined-up, risk-aware approach to complex or sensitive issues.

• The duties listed above are not exhaustive and may be subject to change in line with the needs of the organisation.

Location

The SIA offices are in Canary Wharf, and we are looking to acquire office space in Manchester. We offer flexible working arrangements for office-based roles; at least two days a week is expected in the office with an emphasis on the importance of regularly meeting physically with team members within HR and the wider organisation. It is important that as a member of the HR team, you are able commit to and model this visibility

Person specification

Essential Knowledge, Skills and Experience

• CIPD qualified to at least level 5 or equivalent degree in HR.
• Significant experience in a generalist HR role at business partner level or equivalent including the ability to build effective working relationships at all levels, including with senior leaders.
• Strong understanding of UK employment law and HR best practice.
• Strong track record of managing complex employee relations issues.
• Experience of workforce planning and supporting organisational change.
• Experience leading or contributing to HR projects.
• Proactive and solutions-focused, with the ability to handle ambiguity and make sound judgements.
• Excellent verbal and written communication skills, with the ability to explain complex information clearly and diplomatically.

Benefits

Alongside your salary of £55,501, Security Industry Authority contributes £16,078 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting