Partner with senior leaders to embed HR priorities into operational decision‑making, promoting knowledge‑sharing, transparency, and trust across the business
Lead and coach HR Business Partners to provide expert, customer‑focused HR support, driving improvements in engagement, retention, and workforce capability
Deliver HR support across multiple sites and sectors, including local authorities, housing associations, central government departments (MOJ/MOD), and facilities maintenance contracts
Co‑ordinate the production of documentation for Executive Board, Workforce Development Group, and ESG Board meetings, ensuring timely delivery and effective cascade of HR updates
Lead on TUPE transfers, ensuring compliance with legislation and effective communication with employees and unions throughout the process
Build and maintain strong, constructive relationships with trade unions, demonstrating credibility in unionised environments and ensuring effective negotiation that balances workforce needs with business objectives
Take a proactive lead in managing individual and collective employee relations issues, ensuring timely resolution in line with Mears values, policies, and procedures
Shape and deliver the Group People Strategy, ensuring effective local implementation through strong leadership of people management practices
Provide strategic HR input to the Bid Team, supporting tenders and preparing for new contract wins, ensuring HR readiness and smooth mobilisation
Lead organisational change programmes to achieve timely, compliant outcomes aligned with business objectives
Act as a confident influencer and challenger of senior stakeholders, using evidence‑based HR insights to shape decisions, drive change, and embed a culture of accountability and fairness
Requirements
hr leadership
line management
employee relations
change management
employment law
union relations
Proven experience in a senior HR role with responsibilities comparable to the principal accountabilities outlined
Line management experience across both in‑person and virtual teams, with a track record of coaching and developing HR professionals
Skilled advisor, able to provide clear, practical HR guidance both remotely and face‑to‑face to managers at all levels
Strong analytical and problem‑solving abilities, using data and insight to inform decision‑making
Extensive senior management HR experience, with the confidence to challenge, influence, and persuade senior leaders on complex employee relations issues
Demonstrated success in leading large‑scale restructure programmes and complex change management initiatives
Up‑to‑date knowledge of employment law and its practical application across diverse business contexts
Ability to work effectively in a remote environment
Ability to work to tight deadlines while managing multiple workstreams effectively
Significant regional and multi‑site HR experience, including exposure to local authorities, housing associations, central government departments (MOJ/MOD), and facilities maintenance contracts
Collaborative team player with effective negotiation skills
Excellent communication skills, both verbal and written, with the ability to engage, persuade, and build trust at all levels
Cross‑sector experience, having worked within both public and private sector environments, bringing varied perspectives and adaptability
Customer‑focused mindset, driven to deliver high‑quality service and measurable improvements in people outcomes
Full driving licence, with flexibility to travel nationwide and undertake occasional overnight stays
Broad, current expertise across the full HR function, with a strong grasp of both strategic and operational delivery
Extensive experience working within unionised environments, with proven ability to build constructive relationships with trade unions and manage collective issues with confidence
Benefits
Private Medical: Family cover
Leading pension scheme – 5% employee / 8.5% employer contribution
25 days annual leave plus bank holidays
Life Assurance: 3 × salary
Permanent Health Insurance (PHI): 50% of salary
Annual Mears Fun Day - Our annual Fun Day is organised as a massive thank you from the Executive team for all the hard work!
Staff perks with Mears Rewards - discounts of up to 10% weekly groceries, holidays, eye test vouchers, Share save scheme, plus much more
Volunteering Leave Mears supports employees to undertake paid volunteering in the community, in support of our social value commitment
Training + Development
Information not given or found
Interview process
Information not given or found
Visa Sponsorship
mears does not offer visa sponsorship; candidates must have the right to work in the uk.
Security clearance
all roles are subject to relevant background, identity & security checks before employment.
Company
Overview
Revenue Tops £1.13亿
Annual Revenue
The company achieved over £1.13 billion in revenue during 2024.
Founded in 1988
Year Established
The company was established in Gloucestershire in 1988.
Over 700,000 Homes
Social Homes Managed
The company maintains over 700,000 social homes across the UK.
Rapid growth through acquisitions and organic expansion.
Specialist teams provide rapid-response and planned maintenance, refurbishment, boiler servicing, fire safety, and retrofitting services.
Delivers tailored care-with-housing schemes and manages tenancies, leaseholds, and emergency accommodation.
Builds affordable homes, handles capital works, and offers full lifecycle facilities management.
Strategic acquisitions have shaped its full-service housing platform.
Culture + Values
Customer First – We put our customers at the heart of everything we do.
Make a Difference – We work with passion and drive to make a real difference.
Be Accountable – We take ownership and are responsible for our actions.
Teamwork – We believe in the power of collaboration and working together.
Integrity – We act with honesty and transparency in everything we do.
Environment + Sustainability
Net zero target
By 2050
A commitment to achieving net zero carbon emissions by 2050.
50% reduction target
Carbon emissions by 2030
Aiming to reduce carbon emissions by half by 2030.
Sustainable construction practices and solutions.
Investment in low-carbon technologies and renewable energy sources.
Reducing waste to landfill through effective recycling programs.
Partnerships with suppliers to improve sustainability across the supply chain.
Inclusion & Diversity
40% by 2025
Women in Leadership
Aim to achieve a gender balance target with 40% women in leadership roles by 2025.
Continuous monitoring and reporting on gender diversity.
Annual training on unconscious bias and inclusive leadership.
Support for gender pay gap reporting and reduction initiatives.
Encouraging flexible working to support diverse teams.