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P&C Regional Business Partner

Madrid - Gran Via, Hiszpania

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Opis stanowiska

Numer 151706BR

Rodzaj zatrudnienia Pracownik - Na stałe

Kategoria People & Culture (HR)

Data publikacji 17/11/2025

P&C Regional Business Partner

Role: Regional People & Culture Business Partner – Iberia

Purpose of role: To deliver the P&C Strategy and Purpose to all Colleagues in-store.

Partner with the Head of Sales (HOS) and P&C colleagues across the region to provide subject matter expertise, consultative services and trusted advice that influences and enables the delivery of the business strategy through an amazing colleague and customer experience.

Lead and develop Area P&C Business Partners to embed people practices that drive the business strategy and the development of high performing teams.

Member of the Iberia Leadership team

Reports to:People & Culture Executive, Iberia
Location: This role will be based in Madrid with regular national and some international travel outside of Iberia

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Key Responsibilities

Functional Expertise

Act as a trusted advisor to the Retail Head of Sales and P&C function to deliver an aligned business and people strategy for your region. Provide strategic and consultative advice and insights on the people agenda, process, and best practice across the Region to the Retail Leadership Team and Area P&C Business Partners. Collaborate effectively with the P&C Leadership Team and COEs to build solutions and enable a consistent and quality delivery of the P&C agenda in country, with particular focus on:

Talent attraction, engagement, and retention
  • Review the effectiveness of recruitment strategies for stores, challenging the Area BP team on root cause, patterns, and trends.
  • Partner with the HOS and relevant COEs to agree solutions and support for market attraction and retention challenges.
  • Support the Recruitment and assessment process for senior retail roles.
  • Role model and recognise great leadership behaviours that attract, engage, and retain talent across the region.
  • Partner with the HOS on the interpretation of engagement survey results, driving a shared understanding of the priority areas and setting the expectations for teams on effective listening, communication, and robust action plans.
  • Take a lead role in embedding and monitoring company engagement and well-being initiatives across the Region.
  • Develop and encourage the growth of the Primark Culture, protecting and evolving the Primark DNA.
  • Providing coverage for temporary People & Culture vacancies by reallocating internal resources, including roles affected by extended sick leave, parental leave, or other absences.
  • Play an active role in driving internal and external recruitment efforts, supporting talent attraction strategies across the organization.



People Performance, Capability and Potential
  • Provide trusted advice, support and coaching to guide and build confidence in Retail Leaders and Area P&C BPs on performance management processes including Make Your Primark (MYP), talent reviews, indicators of potential, calibration, delivering feedback and managing difficult conversations.
  • Coach, develop and provide feedback to the Area P&C BPs on their performance and impact in driving the P&C Strategy and Purpose, positively influencing the Colleague experience, and driving people performance and progression.
  • In collaboration with HOS, drive MYP process and completion rates across the region.
  • Take a lead role in delivering an objective calibration process, challenging assessment, results, and consistency of the MYP, talent review and succession planning process for Retail Management roles up to Area Manager level. Partner with the HOS to share results and recommendations with the P&C Executive Iberia.
  • In partnership with the HOS regularly review structures to facilitate an equitable distribution of high performing talent (domestic and cross-border) up to Area manager level, including the development of a robust succession / talent pipeline plan and action to address underperformance.
  • Support the Area P&C BPs as they partner with Area Managers to identify training needs and collaborate with COEs on solutions that enable our Store teams to reach their potential.
  • Develop the Area P&C BP capability to operate as a trusted coach and advisor.
  • Partner with the P&C Executive, People & Culture and L&D COE to agree learning support for the Business partnering and Store P&C teams to enable high performance and progression.


Colleague Relations (ER)
  • Coach and develop Area P&C BPs and HOS in their role in advising / managing complex ER matters and be an escalation path for issues they cannot resolve.
  • Liaise with the ER Team and external legal advice as required to resolve complex cases.
  • Provide insights and coaching to the HOS to create and sustain a positive and inclusive culture and progressive ER environment.
  • Support the Area P&C BPs to develop strategies and tactical plans to address any recurring performance themes.
  • Maintain regular communication with Area Managers and leads the Area group to launch new operational procedures with ER.
  • Stablish regular strategic meetings with Employee Relations (ER) to proactively manage business-as-usual (BAU) activities and address emerging requirements from the business.

Operational Standards, Reporting and Governance
  • Responsible for the governance of people policy, process and practice and team understanding and adherence to regulatory, legal, compliance and audit requirements across the Region.
  • Regularly review P&C regulatory, legal, compliance and operational and audit standards to identify risk and propose mitigation steps to the Head of Sales.
  • Support Area P&C BPs in tackling issues arising from store KPI performance scores.
  • Communicate with P&C LT and Retail LT insights on people matters that may require country-wide intervention.
  • Regularly review the agreed KPIs of the Area P&C BPs, and Stores to identify insights and trends, and take action as appropriate with insight led decision-making.
  • Work closely with Payroll with key account meetings to follow up on issues, new requirements and improvements for the daily basis of the stores.



Business impact and change agent.
  • Support the People & Culture Executive Iberia to drive required activity to deliver the P&C strategy and purpose.
  • Partner with the COEs and Central P&C teams to drive local implementation of global ways of working, policy, and practice in support of the people agenda, P&C strategy, and purpose.
  • Lead the delivery of projects and organisational change and act as a champion for change.
  • Share strategies with the Area P&C BPs, Cluster/Store BPs, and the broader P&C community, to support best practice and leverage learning opportunity.
  • Drive self and others to identify opportunities for strategic thinking / value add activity that improves business performance and/or P&C operational effectiveness.
  • Role model the use of data, insights, and research to influence decision making and alignment of P&C priorities to the business Future Amazing strategy.
  • Continuously develop commercial and business insight and listen to the business needs.
  • Use analysis, judgment, subject matter expertise, functional leadership, in-the-moment decision-making to solve problems that prevent us from delivering our Customer Promise.
  • Develop and maintain external networks that allow leading edge P&C knowledge and ideas to be shared in the business.
  • Actively contributes to business expansion through the co-leadership of institutional relations and support of key Human Resources initiatives, in the context of new store openings.
  • Contributes to the strategic planning and seamless execution of People Technology projects, ensuring alignment with market needs and operational excellence.

Stand-in for Retail P&C Leader in areas such as People Strategy & Operations, Talent: & Succession Planning, Care BAU responsibilities, Primark Culture and colleague engagement, Employee Relations or People Policy and processes.

The successful candidate will need to demonstrate potential to be the successor for the Retail P&C Leader, Iberia. We are hiring for this senior P&C BP role and future succession.

Behavioural Competencies

Working with Others
  • A credible and confident communicator who influences with passion and energy, inspiring and engaging people in their vision.
  • Adopts a flexible communication style to build internal and external networks and partnerships that matter for the business.
  • Establishes trust and credibility across the function, collaborating and operating with confidentiality and diplomacy.
  • Leads a team that enables the business and drives a culture of high performance and growth, focusing commitment to deliver to an aligned P&C, and Business purpose and goals.
  • Coaches and develops Area BPs in their role as a Line Manager, building their skills and confidence to enable the development of a P&C talent pipeline.
  • Create a learning culture and talent pipeline within P&C by role modelling self-development to help build professional experience and technical knowledge.


Decision Making
  • Sets direction for the people and culture team and simplifies complexity to enable shared understanding.
  • Develops strategies and makes decisions with pace and confidence.
  • Role models an environment of trust and engages the right stakeholders in decision making.
  • Coaches others to consider the impact of decisions on the business and the people.


Self-Direction and Agility
  • Promotes a culture of optimism, enthusiasm, and mutual support.
  • Demonstrates resilience and tenacity, adapts, and develops plans when faced with complex challenges.
  • Drives Primark to deliver key priorities that recognise changing external influences.
  • A natural self-starter who encourages and supports the same in others.
  • Sets ambitious goals and is driven to develop self and others.
  • Participate in two-way coaching with the HOS on great leadership, people management skills and continued commercial awareness.


Customer Experience
  • Uses insights and industry knowledge to deliver strategies for colleague development that anticipate and respond to future changing customer expectations.
  • Inspires a customer-centric culture, encouraging others to continuously develop industry knowledge and awareness of people and culture practice.
  • Focuses the Area BP team on driving the customer promise.
  • Understands the factors that impact colleague engagement and challenges the Area BP team on delivery of the optimum colleague experience.

Innovation
  • Creates an environment in which innovation and creativity can flourish, encouraging the Area BP team to give people freedom to change and improve things.
  • Challenges and supports others to implement plans for managing and responding to innovative ideas and business opportunities.
  • Supports and encourages the team to deliver incremental change, encourages a mindset of making a difference every day.
  • Encourages the team to identify innovative ideas that improve effectiveness and efficiency.


Technical Requirements of the Role-holder
  • Minimum 10+ years professional experience, including 2+ years as Area P&C Business Partner
  • Preferably having held other business partnering or HR senior roles in the retail sector
  • HR experience in complimentary sectors is acceptable, such as Hospitality, Hotels and FMCG.
  • Fluent in Spanish and English is essential, desirable conversation level in Portuguese
  • Previous line management experience.
  • A big (and strategic) thinker, able to deal with ambiguity.
  • Excellent communication and consultative skills and highly effective in stakeholder engagement and influencing persuasively at all levels.
  • Experienced in leading teams through change and transformation.
  • Established leadership and coaching skills.
  • Excellent organisational skills and the ability to manage multiple high-priorities in a fast-paced environment.
  • Strong analytical and problem-solving skills with a high degree of commercial acumen.
  • Experience working in a fashion retail environment a distinct advantage.
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