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 the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

The SIA does not use Success Profiles - please disregard any information below in relation to this.

As part of the application process, you will be asked to complete a CV and 500-word personal statement. Further details around guidance for this is listed on the application form. If you fail to submit all aspects of the application before the deadline of 12th October 2026 your application will be withdrawn.

Please use your personal statement (in no more than 500 words) to outline why you believe you would be an ideal candidate for this role. Please highlight your relevant skills, experience and achievements that align with the essential job requirements.

To help us assess your suitability for the role, please complete the CV incorporated into the application form by providing as much information as possible about your previous work experience and achievements.

Should we receive a large number of applications, they will be sifted on personal statement only.

Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview.

Interview details will be provided to successful candidates prior to their interview taking place.

Sift and Interview Process:

Sift will take place from 23rd October 2026

Interviews will be held on 2nd and 9th October.

Interviews will be held on MS Teams/in person at our London office.

You will be required to prepare and deliver a short presentation/complete a technical task at interview stage. Details of this will be provided with invitations to interview.

Further Information

A reserve list of successful candidates will be kept for a maximum of 12 months. Should another role become available within that period you may be offered this position.

New entrants are expected to join on the minimum of the pay band.

Visa sponsorship

We do not sponsor individuals via Skilled Worker Sponsorship / Tier 2 (General) work visas.

If you are invited to an interview, you will be required to bring documentation for the purposes of establishing your identity.

You will need to meet the nationality requirements for this role and obtain the necessary security clearance to take it up.

For meaningful security checks to be carried out, individuals need to have lived in the UK for a sufficient period of time.

Reasonable Adjustments

If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via sia.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
• Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.

Criminal Record Check

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.

If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.

National Security vetting

Please note: in addition to the standard pre-employment checks for appointment into the Civil Service, all candidates must also obtain National Security Vetting at Security Check (SC) clearance level for this vacancy. You will normally need to meet the minimum UK residency period as determined by the level of vetting being undertaken, which for SC is 5 years UK residency prior to your vetting application. If you have any questions about this residency requirement, please speak to the vacancy holder for this post.

For further information on National Security Vetting please visit the Demystifying Vetting website.

Due to business requirements, this role is only available full-time.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : SIA Recruitment Team
• Email : sia.grs@cabinetoffice.gov.uk

Recruitment team

• Email : sia.grs@cabinetoffice.gov.uk

Further information

Complaints should be submitted to recruitment@sia.gov.uk . If, after investigation by the SIA, the complainant remains dissatisfied, they may bring their complaint to the Civil Service Commission.

Attachments

HR Business Partner JD Opens in new window (docx, 54kB)2025-11-17 Pre-employment Checking - Document Requirements (V17) (1) (3) Opens in new window (pdf, 231kB)