Industry HR Business Partner - 12m FTC

Closing date: 18 September 2026

Salary scale: £52,012 - £62,000 per annum

Help Shape the Future of Britain's Railway

Rail Delivery Group (RDG) partners with Britain’s train operators to put customers at the heart of everything we do, delivering essential services and dedicated experts who keep the nation’s railway running efficiently.

From journey information, reservations and Railcards to improving performance, safety and accessibility, we drive the services and people that keep the railway moving. Anyone who has travelled by train or booked a journey for friends or family, will have used our services. We are integral to the running of the railway and play a crucial part at every stage of the customer journey – making sure we are delivering a better railway for all our customers, now and in the future.

As we embark on a new era for rail, we are now looking for an Industry HR Business Partner to join us. If you are motivated by meaningful work and want to play a role in the future of Britain's railway, we'd love to hear from you!

What is the purpose of this job?

Reporting to the Head of People Strategy, this role will deliver excellent customer service to internal and external stakeholders, foster a culture of collaboration and agility, and act as a facilitator between industry stakeholders as the GBR landscape evolves through the HR Directors Forum. This role will drive the alignment of Human Resources and Industrial Relations (IR) strategies across the rail sector, ensuring that people-related activities directly support the GBR vision for a unified, customer-centric railway.

What can I expect to do in this job?

· Lead the RDG HR Directors Forum (HRDF) and act as a strategic partner to HR Directors, providing a high-trust environment to challenge traditional thinking and drive consensus on cross-industry initiatives.

· Lead and facilitate cross-industry initiatives that align HR and IR practices with GBR’s end-state goals, focusing on collaboration, modernisation and efficiency (e.g. the GBR Communities of Practice)

· Partner with the People Strategy team to drive deep engagement across the People Strategy remit, ensuring initiatives are championed and adopted sector-wide (e.g., the Traincrew Programme and Lowering of Minimum Age initiatives).

· Horizon scan and monitor emerging HR/IR trends, national initiatives, and legislative shifts (such as the Employment Rights Bill and subsequent Act). Translate these into actionable insights to ensure the HRDF remains compliant and ahead of the curve.

· Identify and "import" best-in-class HR strategies from external sectors to support the introduction of GBR and improve the customer experience

· Act as a subject matter expert on IR and facilitate the exchange of information regarding pay negotiations and IR matters to create a unified "common line" for the industry.

· To support operational HR related activities to be developed, agreed and delivered successfully in a way that is compliant with wider RDG and member stakeholder needs

· Use data collection and reporting to manage HRDF activities to provide a clear narrative on industry progress and performance, ensuring they are aligned with industry strategic goals.

· Benchmark against external industries to ensure best practice interventions are shared within the industry

· Partner with the Head of People Strategy to agree budget guidelines and manage a controlled approach to all financial undertakings.

· Support the People Strategy team in the delivery of excellent customer/member satisfaction and value for money.

· Support and delivery of any ad-hoc people related activities.

· Provide line management to a dedicated PS Project Manager to support as the rail sector transitions towards Great British Railway

Who will my key contacts be?

· RDG internal stakeholders

· RDG Members at all levels (e.g. TOCs, FOCs, Open Access Operators, Member Engagement Bodies)

· External Bodies such as solicitors and various Government departments (e.g. DfT, Department of Business & Trade etc)

Requirements

What experience, skills and knowledge do I need?

· CIPD Level 7 or equivalent senior-level experience in a complex, unionised, or highly regulated environment.

· Proven ability to influence senior leaders and navigate groups with disparate views toward a common goal.

· Deep understanding of the UK labour market, employment law, and the nuances of collective bargaining machinery within rail

· Proficient in use of MS Office programs e.g. Word, PowerPoint, SharePoint, Outlook, Excel

· Work at a senior level, with strong communication, engagement, and interpersonal skills

· Think strategically with a practical approach to opportunities or challenges

· Knowledge of emerging trends, literature, and practices in talent and performance management

· Strong problem-solving skills, review information from talent assessments

· Exceptional written and verbal communication skills, including the ability to produce high-level reports, briefings, and digital content (e.g., SharePoint and industry newsletters)

· Strong project management skills, administrative skills

· Maintain confidentiality and act with discretion

Benefits

Why Work for RDG?

We offer a highly competitive package, including:

• 75% discount on rail travel (for work and leisure), plus international rail discounts
• 30 Days annual leave (plus buy/sell options and additional leave for key life events)
• Two Personal Development Days are granted to employees annually
• Interest-free Season Ticket Loan for commuting costs
• Enhanced family leave – 30 weeks full pay for maternity, adoption, surrogacy, and shared parental leave
• Pension scheme – up to 8.64% employer contribution
• Subsidised Private Medical Insurance (Vitality PPP) and Health Cash Plan (Healthshield)
• Access to our flexible benefits portal - a central hub for accessing retail discounts, shopping, dining, travel, and entertainment perks
• Flexible working arrangements available