Regional People Partner, 12 Month FTC

Kingfisher

2d•$70,000•Onsite

About The Position

Retail People Partner (RPP) 12 Month maternity cover – West Yorkshire - Manchester - Staffordshire - Birmingham Up to £70,000 + Bonus + Pension + BUPA + ShareSave + 6.6 weeks holiday Ideally looking for a June start to allow a handover period Do you fancy an opportunity in the HR field team as a Regional People Partner? What's the job? The RPP role is field based predominantly in our stores. You are a strategic and operational business partner to the Regional Manager and wider regional leadership team. The role owns and delivers the people plan, which is aligned to commercial priorities while building a workforce that reflects the communities we serve. Who are we looking for? 2026 is the year of embedding change in our stores. This needs someone with energy! The ability to listen, respond and escalate to ensure continuous improvement for our customers is critical. You need to be comfortable holding the tension in our quest to drive consistency across the estate. The RPP role is pivotal to owning what is an ambitious and progressive people plan. Thinking ahead, being curious and planning is a critical part of this role to ensure that you are credible across the region with your stakeholders. You will be comfortable having the autonomy to decide how you work. You will be able to use tech and data to operate at pace and help provide people solutions. You are a team player, comfortable to challenge your peers to ensure a high performing people team. Finally, you are commercially driven, understanding both the internal and external landscape and are able to bring creative solutions to the table to ensure a great service for customers.

Requirements

The ability to quickly build strong, credible relationships with your stakeholders
A sense of team spirit with a high challenge, high support mindset
The ability to analyse and interpret data to inform decisions
Strong influencing skills and the ability to apply sound professional judgement
Strong prioritisation and time management skills, with the ability to exercise appropriate autonomy
Experience of driving a performance culture
Experience of coaching leaders
A voice and an opinion and be able to represent colleagues
Experience of leading and embedding change

Responsibilities

People Plan: Own the people plan, translating it into clear, deliverable actions which drive national consistency and aligned to business objectives Ensure people initiatives support high performance, capability building and fair access to opportunity across the region. Use people data and insight to identify risks, opportunities and trends, including representation, progression, and engagement.
Business Partnering & Leadership Support: Partner closely with the Regional Manager providing pragmatic, commercial and people-led solutions Coach and challenge leaders to build strong, inclusive leadership capability and role-model B&Q behaviours Support leaders through organisational change, embedding newness and highlighting risk to business performance
Talent, Capability & Performance: Own the regional talent and succession agenda, ensuring talent frameworks are understood and embedded. Ensure plans are in place for critical roles and reflect future skills, capability and representation needs. Help drive a high performance culture. Ensure leaders are capable of setting clear expectations, giving quality feedback and managing performance equitably.
Succession & Workforce Planning: Lead on workforce planning for the region, aligning structure, skills and resourcing to both current and future business demand. Anticipate resourcing and capability risks and work proactively with the COE’s in the people team to build sustainable, diverse pipelines.
Hiring, Engagement & Colleague Experience: Support inclusive and consistent hiring practices across the region, ensuring selection decisions are fair and objective Champion a positive colleague experience where people feel heard, valued and able to perform at their best. Use engagement and people data to inform targeted actions that improve retention, progression and belonging across different colleague groups. Be a visible advocate for colleagues, ensuring regional practices reflect the organisation’s commitment to fairness and opportunity.
Governance, Policy & Compliance: Ensure people policies, processes and employment legislation are understood and applied consistently, fairly and in line with best practice. Manage people risk within the region, providing clear guidance and escalating issues appropriately. Act as a role model for ethical leadership, inclusive decision-making and people best practice.