A niche Financial Services business based in Central/West London are now looking for a HR Business Partner. This person will look after an international, revenue generating client group as well as an infrastructure group of 150 employees both in the UK and internationally.
The business themselves are a purpose driven, ethical company with a genuine people first culture. They are highly successful, very unique in what they do and have an impressive £9bn of investment projects lined up over the next 5 years.
The HRBP role will be a mix of three key components – business partnering, performance management and also policy. However it of course will have all the cyclical and generalist responsibilities that you would also expect to see as well. There will be a lot of stakeholder management needed as well as full ownership of the client groups and plenty of projects.
The ideal candidate for this role will come from either a Financial Services or a Professional Services background. They will already have a solid HRBP grounding but are ready for a step up to the next level. Candidates must have experience of reviewing and updating policy, if this is international HR policy then that would be even better. They need someone that is happy to get stuck in to everything with a can do attitude.
As this is a small-mid sized firm it is preferred candidates are also from companies of a similar size.
Business Partnering
- Provide efficient, effective and data driven HR updates, advice and coaching to your departments within your client groups.
- Develop and maintain strong and credible stakeholder relationships
- Manage any queries/requests/concerns received from employees or line managers within the respective client group.
- Provide effective and timely updates to the business group (ExCo) head when requested
- Support employee lifecycle processes to ensure organisational effectiveness and operational consistency
- Manage employee relation cases for your client group up to Director level
- Develop an understanding of each department you support, their priorities and challenges. Support L&D as required on department/group offsites/strategy days.
- Work with the business to create action plans following receipt of the bi-annual employee engagement survey.
- Support the business with organisational change/restructures
Performance Management
- The annual and midyear performance processes, supporting the business with goal setting, performance discussions, performance ratings and promotions/progressions.
- Run calibration meetings with client groups to ensure the process followed has been fair, to ensure ratings have been applied consistently and appropriately, to review promotion cases and volume of moves.
- At the conclusion of PEDP, ensure job description have been updated to reflect progression and promotion changes. Work with the Director HRBP team to prepare job descriptions for roles governed by SMCR
- Proactively work with the business to address underperformance issues within their teams.
- The HRBP team will work closely with the L&D team to develop, coach, and assess talent across the organisation.
- HRBPs and L&D will work closely with L&D to develop learning content and support of PEDP and broader talent management.
Policy
- The team are responsible for ensuring all policies and employee handbooks are up to date ensuring everything is in line with legislation for that country.
- The HRBPs play a key role in ensuring we are compliant with local laws and will work with local employment lawyers, you will gain knowledge of employment law across our markets.
- HRBPs should regularly review policies to also check if they align with our Employee Value Proposition.
- HRBPs will work with the Head of HR Business Partnering to suggest changes to policies to the HRLT, carefully considering the external market trends and the constraints of working for a public organisation.
- Any new changes to policies will need to be communicated to line managers and/or employees; it is the role of the HR Business Partner to ensure their client groups are updated through team meetings /workshops/training as appropriate.
- The team have to make sure they deliver policy updates and handbook reviews on time, in line with audit requirements.
