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HR Business Partner

May 1, 2026

To act as a strategic partner to the business, aligning people initiatives with organisational priorities and applying HR best practice to strengthen policy, performance, and culture. The role will partner closely with the Club Director and the Marketing & Commercial Director to support the delivery of The Championships and year‐round activity. As a key enabler of our People Plan and 2030 Vision, the HR Business Partner will drive organisational performance, build leadership capability, and enhance the overall employee experience. What you will be doing Business Partnering Act as a strategic and trusted advisor to leaders and people managers, aligning people initiatives with business goals to deliver the People Plan. Build collaborative relationships across departments to drive impact and influence change. Champion a high‑performance, inclusive, and accountable culture at all levels. Coach and support managers to role model consistent, values‑led leadership behaviours. Provide expert guidance on HR matters, ensuring clear communication and consistent application of policies and practices. Performance, Talent and Development Lead talent and succession planning discussions, ensuring performance and potential are assessed clearly with targeted development actions. Ensure performance and progression processes are applied consistently and transparently. Support managers to set clear objectives, deliver regular feedback, and manage performance fairly and consistently. Promote a culture of continuous learning, ensuring individuals can access leadership development and growth opportunities. Help managers provide access to appropriate training and development opportunities. Support the design and delivery of training and workshops to build people management capability. Resourcing Partner with managers to create effective resourcing plans that attract high‑quality candidates. Support recruitment and selection processes to ensure fair, inclusive, and high‑standard practices. Ensure that candidate experience is considered at every step. Oversee agency relationships to ensure cost‑effective, quality outcomes. Ensure onboarding processes reflect our values and deliver a positive colleague experience. Colleague Experience Shape the end‑to‑end employee experience, ensuring all HR practices reflect our values and commitment to wellbeing. Facilitate colleague listening mechanisms (e.g. colleague engagement surveys) and help leaders and their teams to create clear, actionable plans to drive change and improvements. Champion inclusion and diversity across all HR practices. Support leaders in creating psychologically safe environments where people feel heard, valued, and supported. Work with the wider HR team to embed wellbeing and flexible working into local plans. Employee Relations & Policy Provide expert advice on employee relations issues to ensure fair, consistent, and legally compliant outcomes. Manage or support leaders through investigation and resolution processes as required. Develop, maintain, and communicate HR policies that reflect legislation and best practice. Work with HR colleagues to identify changes to legislation and ensure that our policies reflect both legislative changes and best practice. Reward and Benefits Support the development and delivery of reward programmes including annual pay review, promotions, job evaluation, and absence management. Advise managers on absence and long‑term sick cases, balancing compassion with performance needs. Change Management Support and lead organisational and cultural change projects through effective people planning, communication, and engagement. Contribute to continuous improvement of HR policies, tools, processes and ways of working. Data & Insights Use people data to identify trends, inform decisions, and drive improvement. Support the rollout and embedding of the new HR System to enhance manager self‑service, data accuracy, and the colleague experience. About you Proven experience operating as an HR Business Partner or Senior HR Advisor within a complex, high‑profile organisation, with the personal and professional credibility to coach, influence and appropriately challenge managers and senior leaders. Strong stakeholder management capability, with excellent communication, listening, negotiating and influencing skills, and a proven ability to build trusted, effective relationships at all levels of the organisation. Highly organised, detail‑focused, and results‑driven self‑starter who takes accountability for outcomes and demonstrates a strong track record of delivery. Strong analytical capability, able to diagnose complex organisational and people issues, translate these into pragmatic, people‑focused solutions, and develop and deliver robust HR plans. Demonstrated experience actively leading and supporting change, including hands‑on delivery of culture change, performance improvement, and/or organisational development initiatives. Deep understanding of UK employment law and HR best practice, supported by professional HR qualification (CIPD Level 5 or above or equivalent experience). Experience using HR systems, people data, and HRIS platforms to inform decision‑making and support effective workforce and organisational outcomes. Ability to operate effectively in a fast‑paced, complex and changing environment, comfortable working operationally at all levels and without reliance on a central HR services function. Strong commitment to creating an engaging, inclusive, and high‑performing workplace culture. About us The All England Lawn Tennis Club (Championships) Limited (AELTC) organises and stages The Championships, Wimbledon, widely regarded as the world’s premier tennis tournament, hosted at one of the world’s most prestigious tennis clubs. The organisation has experienced significant growth in recent years and expects this to continue, with ongoing investment planned in facilities and people. AELTC is guided by its core values of Heritage, Integrity, Respect and Excellence. The HR Department delivers a high‑quality, end‑to‑end HR service supporting both year‑round operations and The Championships. Its role is to attract, develop and retain outstanding talent to support the delivery of the world’s premier tennis tournament and the ongoing success of the Club. The team supports approximately 400 year‑round employees and around 2,000 temporary and Championships staff, many engaged on short fixed‑term contracts, and contributes to policy matters affecting several thousand contractor staff engaged during The Championships. What we offer At Wimbledon, we’re proud to have a work environment that’s shaped by our heritage and commitment to excellence. This extends to ensuring every colleague feels part of something truly special. We’re committed to supporting your wellbeing, personal growth and life beyond work. You’ll also gain access to some uniquely Wimbledon experiences. Financial Wellbeing Annual leave starts at 23 days plus Salary: GBP 50000 - 60000 per year Experience: 2 years required

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...