Senior HR Business Partner - Construction and FM
Building a sustainable tomorrow
What if it brought more purpose, more growth, more balance – and more time for what really matters?
BAM is where you can do your best work on projects that improve people’s lives. And it's also where you’ll find the freedom to grow, the support to thrive, and the chance to shape your career on your terms.
BAM UK & Ireland are recruiting a Senior HR Business Partner - Construction and FM to report to the construction HR Director.
The Senior HR Business Partner acts as a strategic partner to the construction HR Director and senior leaders, translating the UK&I People Strategy into a commercially focused segment people plan. The role balances current operational needs with future workforce, organisational long term capability, culture and risk priorities in a complex, project-led construction environment.
Making Possible
Strategic HR Leadership, Business Partnering and Segment Alignment
• Partner with the Segment HR Director and senior operational leaders to shape and deliver the segment People Plan, aligned to divisional strategy, commercial objectives and operational delivery priorities.
• Act as a trusted adviser and constructive challenger to senior leaders, using people insight to influence decisions and ensure people risks, opportunities and implications are visible in strategic forums.
• Translate business plans, project pipelines and market conditions into people priorities covering resourcing, capability, engagement, culture and sustainable delivery.
• The role acts as the deputy to the HR Director for the segment providing strategic continuity and leadership support across the wider organisation as requiredAct as the senior People Business Partner for the Segment Executive Director, balancing current segment operational needs with future development.
Workforce Planning, Talent, Succession and Performance
• Lead strategic workforce planning across the segment, identifying current and future workforce requirements, critical roles, skills gaps, succession risks and capacity constraints. Develop the interventions action plan to address the gaps.
• Use workforce data, project forecasts and labour market insight to define future headcount requirements to support resourcing, mobility, capability decisions and organisational structure changes.
• Drive talent, succession, performance and development processes, including objective setting, calibration, capability discussions and targeted development actions.
• Partner with Learning and Development, Talent and operational leaders to address capability gaps and strengthen leadership, project delivery and manager confidence.
Leadership, Culture, Change and Employee Experience
• Coach and influence senior leaders to build a high-performing, inclusive and values-led culture across geographically dispersed and site-based teams.
• Use engagement, listening and employee experience insight to identify cultural themes, leadership risks and opportunities for improvement.
• Champion inclusion, wellbeing, responsible leadership and fair decision-making in a construction context.
• Act as a change ambassador for the People function and wider division, supporting leaders and teams through organisational and cultural change.
Governance, Risk, Employee Relations and Industrial Relations
• Provide strategic oversight of people risk across the segment, ensuring employment legislation, policy, governance and ethical decision-making are embedded in leadership practice.
• Partner with Employee Relations , Legal, Compliance and operational leaders on complex or high-risk matters, ensuring fair, consistent and proportionate outcomes.
• Use ER trends, absence data, turnover, engagement and performance insight to identify root causes, drive improvements, build manager capability and reduce avoidable escalation.
• In specific sectors manage support the ER lead in managing relationships with trade unions, works councils and/ or external clients
Your team
To be based from any UK&I office
What’s in it for you?
In addition to an attractive salary we offer a significant benefits package which could include;
Competitive salary
A wide range of family friendly policies
8% matched pension contributions
Private healthcare
Life assurance
26 days holiday
2 wellbeing days
1 volunteering day
Personal and professional development
Flexible benefit pot
What do you bring to the role?
Qualifications & Experience
• Significant HR Business Partner experience in a complex, multi-site, operational or project-led environment; construction, infrastructure, engineering, utilities or manufacturing preferred.
• Strong experience partnering senior leaders and influencing people strategy at segment, sector or business unit level.
• Demonstrable experience of workforce planning, talent, succession, organisational change, leadership capability and complex employee relations oversight.
• Experience using workforce analytics and engagement insight to inform evidence-based decisions; CIPD qualification or equivalent professional experience expected.
Key skills and behaviours
• Strategic and commercial thinker who can translate operational priorities into people plans.
• Credible senior stakeholder partner with strong influencing, coaching, challenge and change leadership skills.
• Evidence-based decision-maker with strong judgement, ethical practice and confidence operating with ambiguity and complexity.
• Proactive and collaborative approach, able to work effectively with CoEs, People Operations, Reward, Talent, Resourcing, FinanThe ce, Legal and operational leadership teams.
• Proven ability to lead, manage, support and develop the capability of a HR Business Partner team fostering a high performing, resilient and collaborative culture. Ensuring the team is skilled, engaged and respected by the business.
About BAM
Building a sustainable tomorrow. That’s our mission and our promise at BAM. It’s how we engineer vital infrastructure and construct high-quality buildings as one of the largest construction companies in Europe.
We strive to create an environment where everybody feels welcome and valued. We’re on an exciting journey to employ the best talent to join us regardless of social background, race, colour, religion, national or ethnic origin, sexual orientation, gender identity or expression, age, disability or other characteristics.
The application process
BAM is committed to ensuring a fully inclusive recruitment and onboarding process, so if at any time you feel you may need any reasonable adjustments, do not hesitate to speak with one of our team, and we will do our best to support you. "Join us in Making Possible"
For more information or an informal conversation about this opportunity, please contact Paul Howes, Recruitment Manager paul.howes@bam.com.
Full job description available on request
Closing date for all applications is 30th October 2026
