People Partner

Job Title: People Partner

Department: People & Compliance

Reporting: Head of People

Location: Vantage London TW8 / Training Ground Jersey Road

Salary: 62500 per annum

Closing Date: 21 November 2025
We would encourage you to apply as soon as you can as we may close the role early if we receive a lot of interest!

Brentford FC is a bit different to other Premier League football clubs. We put our fans first we are a true community club and while we are financially sustainable we are not afraid to take calculated risks. We take huge pride in our environment and culture within the Club which focuses on development inclusion and not being afraid to think differently.

Being progressive humble and respectful while sticking together as one team across the Club guides how we work and the decisions we make each day.

We also firmly believe that a diverse workforce is a better workforce which will help us develop ideas solve problems and ultimately grow Brentford FC.

We play in a brand-new stadium 15 minutes from Heathrow in vibrant west London.

We will never forget where we have come from but we are excited about the future that lies ahead.

Come join us.

Job Overview

At Brentford FC our people are at the heart of everything we do - both on and off the pitch. Were looking for a People Partner to help shape an environment where everyone can thrive contribute and grow.

In this role youll act as a trusted partner to leaders across the Club providing both strategic guidance and hands-on support to create exceptional people experiences. Youll play a key role in delivering our People Strategy building capability driving engagement and ensuring our culture and values are at the centre of every decision.

Youll partner with your business areas to understand their goals anticipate future needs and develop practical people solutions that make a real impact. From workforce planning and development to engagement and inclusion youll help ensure that Brentford FC remains a progressive supportive and high-performing place to work.

Key Responsibilities

• Play a key role in delivering the People Strategy and building capability across the Club aligning all activity to organisational goals
• Partner with leaders to provide proactive pragmatic and solutions-focused people advice
• Support and coach managers to build confidence in handling people matters and embedding best practice
• Foster a culture of continuous learning development inclusion and wellbeing across all teams
• Champion safeguarding Equality Diversity & Inclusion (EDI) and safer recruitment to ensure a safe fair and welcoming environment for all
• Collaborate with senior stakeholders to shape people plans contribute to departmental strategy and drive positive outcomes
• Lead on key people initiatives such as organisational design workforce planning restructures talent management and retention
• Oversee and advise on employee relations cases ensuring fair outcomes and mitigating organisational risk
• Use data and insight to identify trends anticipate future workforce needs and support evidence-based decision making
• Develop and maintain people policies processes and guidance that reflect good practice and employment law
• Partner with internal communications and leadership teams to deliver engaging communications that enhance the people experience
• Deliver and facilitate training to build leadership and team capability
• Promote and role-model the Clubs culture and values through professional conduct and positive interactions
• Contribute to EDI initiatives and the delivery of the Clubs Premier League Equality Diversity and Inclusion Standard (PLEDIS) commitments
• Align all people activities to Equality Diversity & Inclusion (ED&I) outcomes
• Adapt to changing priorities taking a flexible and solutions-led approach
• Lead or contribute to ad-hoc people projects in line with the People strategic plan

Knowledge

• Proven experience operating at a People Partner level with a clear understanding of how effective people strategies drive performance engagement and commercial outcomes
• Previous track record of embedding culture and engagement initiatives leading change shaping organisational design and developing talent and succession plans
• Experience contributing to the development of people strategies and translating them into practical deliverable actions that achieve measurable outcomes
• Excellent knowledge of UK employment law people policies and best practice to ensure compliance and mitigate organisational risk
• Understanding of safeguarding Equality Diversity & Inclusion (EDI) and safer recruitment practices

Specialist Skills

• Skilled in interpreting people data KPIs and workforce metrics to inform decisions anticipate future workforce needs and support evidence-based solutions
• Experienced in managing complex employee relations matters in line with employment law
• People project management and planning experience with the ability to deliver people initiatives from concept to completion
• Proficient in HRIS systems and Microsoft Office with the ability to leverage technology to streamline processes
• CIPD Level 5 qualified (or equivalent professional experience)

People Skills

• Excellent at building and maintaining effective stakeholder relationships across all levels
• Ability to coach and partner with leaders to shape decisions build capability and foster a high-performance values-driven culture
• Effective communicator with good influencing skills taking a solutions-focused approach (how to / yes if) rather than a restrictive no mentality
• Skilled in managing conflict sensitive situations and employee relations with diplomacy and fairness
• Naturally curious with the ability to constructively challenge ideas and practices when appropriate
• Discreet and trustworthy able to handle highly sensitive and confidential information with integrity

External Impact

• Represents the People function positively across the Club and externally promoting a consistent and engaging people experience
• Builds great relationships with key external stakeholders including governing bodies partner organisations and the wider football community
• Acts as an ambassador for the Clubs values and culture in all external interactions
• Collaborates across departments to influence broader business outcomes and deliver aligned strategic initiatives
• Uses insight and expertise to shape people-related discussions that impact the wider Club ensuring people priorities are embedded in key decisions
• Contributes to cross-functional projects and external forums sharing best practice and helping to position Brentford FC as a progressive employer of choice

Decision Making

• Exercises sound judgment and autonomy in day-to-day decision making within agreed policies and frameworks
• Makes timely operational and team-level decisions to support business objectives and maintain progress
• Seeks input and escalates only complex high-impact or sensitive issues requiring senior approval or broader alignment
• Applies professional expertise and our values to ensure decisions are fair consistent and in the best interests of the Club

General Club Accountabilities

• To ensure compliance with all relevant Club policies including safeguarding health and safety policies and with specific reference to the data regulations (GDPR and PECR)
• To ensure compliance with the Clubs Code of Conduct
• To ensure compliance with all relevant legal regulatory ethical and social requirements
• To build and maintain good working relationships both internally and externally maintaining a professional image at all times when representing Brentford FC
• To keep confidential any information gained regarding the Club and its personnel
• To maintain a flexible approach to work at all times
• To ensure compliance with all Matchday Safeguarding processes
• To ensure compliance with the Clubs Safeguarding Policy and processes
• To promote and support positive mental health and wellbeing throughout the Club both on and off the field
• To promote equity diversity and inclusion at the Club in line with our EDI strategy

Brentford FC is an organisation which values and is passionate about diversity and inclusivity. Whilst our recruitment decisions are always based on merit and suitability we welcome and encourage applications from qualified candidates including those from underrepresented groups such as those from ethnically diverse backgrounds women those from the LGBTQ community and those with disabilities. Should you require any workplace accommodations (also known as reasonable adjustments) you will have the opportunity to let us know at the appropriate points in the hiring process.

Safeguarding Statement

Brentford FC is committed to equality diversity and the safeguarding and welfare of all children and adults at risk. We expect all staff and volunteers to share this commitment and to contribute to a safe and inclusive environment for everyone involved in the Club.

As part of our safeguarding culture all staff are required to undertake role-appropriate safeguarding training and to follow the Clubs safeguarding policies and procedures. These include the timely reporting of any concerns to the Clubs Safeguarding Team.

All appointments are subject to safer recruitment practices. Pre-employment screening will be carried out which - depending on the role - may include an enhanced Disclosure and Barring Service (DBS) check.

Brentford FC recognises the value of a diverse workforce and welcomes applications from individuals with a range of backgrounds. A criminal record will not necessarily prohibit an applicant from employment. This will depend on the nature of the role and the circumstances of any offences. However we remind individuals that it is a criminal offence for a person barred from engaging in regulated activity to apply for a role that involves such activity.

Our safeguarding policies and further information can be found here: note that where appropriate for the role you will be required to complete additional background checks such as Disclosure and Barring Service (DBS) checks and police checks for any time you have lived or worked outside of the UK in the last 10 years. You can find out more about this at also note that a CV application will not be sufficient. Applications will not be considered where the application form has not been completed in full.

If the role you are applying for involves regulated activity and you have been shortlisted for a first stage interview you will be asked to fill out a Declaration of Offences Form.

Reference Requests

By submitting this application you consent to us contacting two professional referees. These individuals should be able to verify the educational and/or employment details you provided during the application process and speak to your work ethic skills and overall suitability for the role. References will only be requested if you are successful at the selection stage. At that time you will be asked to provide the necessary contact information.