HR Business Partner

People are at the heart of everything we do, and we're looking for a talented HR Business Partner to help us continue building an exceptional workplace culture.

Founded in 1879, Fulham Football Club is London’s oldest professional football club and one of the most historic names in English football. Based at the iconic Craven Cottage on the banks of the River Thames, Fulham FC competes in the Premier League and operates at the intersection of elite sport, global entertainment and community heritage. The Club is part of a wider sporting and business group and combines a deep respect for tradition with modern, progressive ambition. Fulham FC is proud of its loyal fanbase, strong community roots and growing international profile.

Our Vision is to be a progressive Premier League club that balances sporting success with long-term stability, commercial growth and a positive impact on our people, supporters and community.

Working at Fulham FC is fast-paced, collaborative and purpose-driven. Employees are united by a shared passion for football and pride in representing a historic Club. The culture blends the intensity and accountability of elite sport with a supportive, professional working environment. People are expected to be adaptable, resilient and solutions-focused, while leaders are encouraged to empower, develop and inspire their teams. Fulham FC values diversity, inclusion and wellbeing, and is committed to creating an environment where people can perform at their best and feel a strong sense of belonging.

You'll be a trusted advisor to leaders, helping them navigate people challenges, develop high-performing teams, and implement initiatives that support both our employees and business goals.

We're looking for someone who:

• Builds strong relationships at all levels.
• Thrives in a fast-paced environment.
• Enjoys balancing strategic projects with operational support.
• Is passionate about developing people and enhancing employee experience.

The role will be based across all our sites, with a focus at our Foundation and Fulham Pier.

If you're ready for your next challenge and want to work in a collaborative team in organisation, we'd love to hear from you.

Responsibilities

The HR Business Partner must:

Qualifications & Knowledge

• CIPD Level 5 Associate Diploma in People Management (or higher).
• Demonstrable, progressive experience operating within fast-paced, matrixed environments across sectors such as sport, leisure, luxury retail, or multi-site operations.
• Extensive hands-on track record in end-to-end HRIS implementation, data analytics, and digital process optimization.
• Proven expertise in independently navigating complex employee relations, high-volume recruitment, and multi-site change management.

Experience

• Proven experience in a HR Business Partner, Senior HR Advisor, HR Advisor or equivalent role.
• Experience building effective relationships with managers and leaders to provide pragmatic people advice and support.
• Experience managing a broad range of employee relations matters, including complex cases.
• Experience supporting organisational change, restructures, and service improvement initiatives.
• Demonstrable ability to influence, challenge, and coach managers to achieve positive people and business outcomes.
• Experience using HR systems and workforce analytics tools to drive continuous improvement.
• Experience of implementing new policies, processes, or people initiatives.
• Experience working in a fast-paced and complex organisational environment.

Skills and Competencies

• Commercial and strategic acumen: Proven ability to balance people operations with broader commercial objectives, P&L awareness, and budget accountability.
• Leadership and influence: Capability to build trusted relationships with senior stakeholders, challenge constructively, and upskill line management.
• Discretion and resilience: High emotional intelligence with the ability to handle confidential, high-stakes matters with absolute discretion and composure under pressure.
• Communication and collaboration: Outstanding interpersonal, coaching, and cross-functional collaboration skills tailored to diverse employee groups ranging from corporate staff to casual field teams.
• Systems knowledge: Proficient in Microsoft Office applications and HR systems (including HRIS, ATS, LMS).

Note: The HR Business Partner does not need to be a Fulham fan, a football fan or even a fan of sport! We want the best person for the job, not the person who knows the most about football. In any case, we are confident that you will become a Fulham fan before long!

Requirements

The following is a non-exhaustive list of the responsibilities of the role:

Strategic Business Partnering:

• Build trusted relationships with directors, senior leaders and managers, providing proactive and pragmatic people advice.
• Partner with heads of department and people managers to ensure people strategies and practices support Academy and Club priorities.
• Attend and contribute to leadership and management meetings, providing people insight, challenge and recommendations.
• Influence business decision making through evidence-based people solutions and workforce insight.
• Support organisational effectiveness by identifying opportunities to improve employee engagement, wellbeing, capability, efficiencies and performance.
• Provide workforce insight and recommendations to support effective people planning, resource allocation and departmental budget discussions.
• Analyse people data and trends to provide insight and recommendations that support decision-making.
• Ensure organisational compliance with employment legislation, internal policies and relevant regulatory requirements.
• Support internal and external audits relating to people, compliance and governance activities, ensuring accurate and timely documentation is maintained.

Employee Relations:

• Lead and manage complex employee relations matters across the Club, including disciplinary, grievance, capability, absence management and investigation processes.
• Provide expert advice and coaching to managers on employment law, policy and best practice, ensuring risks are appropriately managed and the Club is protected.
• Support the resolution of workplace issues through mediation, conflict resolution, investigations and balanced decision-making.
• Produce and maintain documentation, templates and guidance relating to formal employee relations and performance management processes.
• Coach and upskill line managers to handle early-stage employee issues proactively, minimising escalation and fostering a positive feedback-driven culture.
• Ensure consistent and equitable application of policies and procedures across the organisation.

Organisational Design:

• Advise and support leaders in reviewing team structures, role design and workforce effectiveness to meet business needs.
• Recommend improvements to workforce structures, reporting lines and ways of working to enhance efficiency and employee experience.

Change Management:

• Support organisational change, restructuring and transformation initiatives, including TUPE transfers where required.
• Assist in assessing people-related risks and support stakeholder engagement and communication throughout change programmes.

Performance Management and Talent Development:

• Coach and support managers on performance, probation and capability matters, promoting a consistent and effective approach.
• Advise on performance improvement plans, probationary reviews and capability processes, supporting managers to address underperformance effectively.
• Support objective setting and performance review processes.
• Develop, embed, and deliver structured People Management training programs to elevate line manager capability and foster positive, high-performing team cultures.
• Coach managers on how to have performance, conduct and wellbeing conversation
• Ensure managers follow the correct HR process rather than avoiding issues
• Identify patterns of manager behaviour that create repeated HR issues and escalate where required
• Coach managers on improving individual and team performance, talent management strategies, and professional development frameworks.
• Drive probation period management. Appraisal and performance frameworks

Recruitment and Resourcing:

• Manage end-to-end recruitment processes across the organisation, including specialist and senior-level appointments working closely with Talent Acquisition.
• Partner with hiring managers to attract and select high-quality candidates.
• Participate in interviews and provide recruitment recommendations.
• Conduct exit interviews and identify patterns to share with leadership.
• Oversee onboarding activities to ensure a positive employee experience, while maintaining compliance with the Club's Safer Recruitment Policy.

Policy Development and Governance:

• Lead the development, review and implementation of people policies and procedures, ensuring they are legally compliant, fit for purpose and aligned with organisational values.
• Contribute to policy governance activities and benchmarking exercises to identify opportunities for continuous improvement.
• Support the implementation and communication of new policies, procedures and people initiatives across the Club.

HR Projects and Continuous Improvement:

• Contribute to HR projects that enhance organisational effectiveness, employee experience and people practices.
• Support the development and continuous improvement of HR systems, processes and technology, including the implementation of new functionality and stakeholder engagement activities.

Benefits

We expect to close applications on 17th September, but if we receive a high level of interest, we may close the vacancy sooner. To avoid disappointment, please submit your application at the earliest opportunity.