Role Summary

The People Business Partner (PBP) team plays a pivotal role in aligning the organisation’s people strategies with its mission to be a world-class governing body for rugby. Facing into the key functions of the organisation—including the national team, community development, professional rugby oversight, and corporate services—the PBP will act as a trusted advisor to functional leaders, providing strategic and operational people support.

This role is critical in driving workforce engagement, talent development, and organisational effectiveness, ensuring the people function contributes to the success of rugby at all levels. The PBP will champion diversity, equity, and inclusion while fostering a culture of high performance, collaboration, and innovation.

Key Relationships Internal:

• Executive and Senior Leadership Teams
• People Services Team (e.g., People and Recruitment Advisors, Payroll)
• Line Managers and Supervisors
• All employees

External:

• People networks and professional bodies
• Training providers and consultants
• Employment law advisors and regulatory bodies

Key Responsibilities

Tasks and Activities

• Act as a strategic people partner to functional leaders, aligning people strategies with organisational goals.
• Build strong, trusted relationships with leaders across the organisation to build and sustain high-performing, engaged teams.
• Drive talent acquisition and retention strategies tailored to the needs of each function.
• Promote a culture of inclusivity, wellbeing, and continuous development.
• Oversee organisational change initiatives, ensuring effective communication and implementation.
• Monitor people metrics, providing insights to guide decision-making and improve outcomes.
• Provide expert coaching on people policies, workforce planning, and employee relations.

JOB DESCRIPTION

• Ensure compliance with employment legislation and organisational policies.

Key Tasks and Activities

1. Strategic Partnership:

• Collaborate with functional leaders to understand their workforce needs and challenges.
• Develop tailored people strategies to support key objectives, such as growing community rugby or enhancing national team performance, or generating revenue to invest into the game.
• Regularly review organisational structures, roles, and capabilities to ensure alignment with strategic priorities.

2. Talent Acquisition and Retention:

• Partner with the People Services Team to attract diverse, high[1]quality candidates for roles across all functions.
• Develop and execute talent and succession planning and leadership development programs.
• Implement initiatives to improve retention, including tailored career development plans.

3. Performance Management:

• Support the People Services Team to embed a performance culture across their teams.
• Coach leaders on performance review processes, ensuring alignment with organisational values.

4. Employee Relations and Engagement:

• Act as a trusted advisor for complex or escalated employee relations issues, resolving conflicts and promoting positive workplace culture.
• Coach department leaders through regular engagement surveys and collaborate on action plans to address feedback.
• Foster open communication channels to ensure employees feel heard and valued.

5. Learning and Development:

• Identify skills gaps and development opportunities within key functions.
• Design/source and deliver training programs that enhance capabilities, e.g., leadership training for team managers.
• Evaluate the impact of training initiatives on functional and organisational goals.

6. Equality, Diversity, and Inclusion (EDI):

• Support EDI initiatives to ensure a welcoming and inclusive environment at all levels.
• Support the Head of EDI by partnering with leaders to address barriers to diversity within their teams.
• Promote EDI principles in recruitment, development, and employee engagement activities.

7. Organisational Change Management:

• Provide people expertise during reorganisations, team transitions, or strategy shifts.
• Support leaders in effectively communicating and implementing change initiatives.
• Monitor the impact of changes on employee morale and adjust approaches as needed.

8. Compliance and Risk Management:

• Ensure people practices comply with employment legislation and organisational standards.
• Mitigate risks by advising on complex employee relations matters.
• Maintain up-to-date knowledge of employment law and people best practices.

PERSON SPECIFICATION

Knowledge, Skills and Experience

• Relevant qualification and/or evidenced experience in Human Resources, Business Administration, or related field.
• CIPD Level 5 or above (or equivalent HR qualification).
• Comprehensive understanding of employment legislation and HR best practices.

Skills and Competencies:

• Strategic thinker with the ability to translate organisational goals into actionable people initiatives and drive the implementation of those initiatives.
• Strong interpersonal and communication skills, with the ability to influence and engage at all levels.
• Excellent problem-solving and conflict resolution abilities.
• Skilled in coaching and developing leaders to enhance team performance.
• Proficient in using people systems and analysing workforce data to guide decision-making.

Experience:

• Proven experience as an People Business Partner or similar role, ideally in a dynamic, multi-functional organisation (sport context an advantage).
• Experience in driving people strategies
• Demonstrated success in managing organisational change and complex employee relations cases.
• Track record of delivering impactful talent development and retention strategies.

Desirable:

• Passion for sport and specifically rugby and understanding of the sport’s unique cultural and organisational dynamics.
• The ability to communicate through the medium of Welsh.

This role is instrumental in ensuring that the organisation attracts, retains, and develops top talent to achieve its strategic objectives. By aligning people and performance, the PBP will contribute to the success of Welsh rugby at every level.

WRU Group Benefits (Subject to change)

As a permanent member of the WRU Group, you will have access to our full range of employee benefits, including:

• 25 days annual leave, plus bank holidays (pro rata)
• Day off on your birthday
• Pension (5% employee, matched by WRU)
• Life assurance (2 x basic annual salary)
• WRU Group Ticket Allocation
• Option to join Flexible Health Care Cash Plan
• Employee assistance programme
• Enhanced Company Sick Pay
• Team Tactics – hybrid working arrangements
• Free stadium parking and gym
• WRU Group store and tour discounts
• WRU Group partnership offers (subject to change)

WRU Group Inclusion Statement

The WRU Group is an equal opportunities employer. We are committed to supporting and prompting equality and diversity. We recognise the value of a diverse and inclusive workforce and welcome applications from all sections of the community.