Human Resources Business Partner

TDA HR; Greater London; Hybrid; GBP 45,000 - 75,000; Full time

Job description

Our client, a reputable medium sized financial services firm based in the City of London, is looking to appoint an HR Business Partner ("HRBP"). The HRBP will support their own client group by creating, developing and implementing HR strategies, mitigating people risks and supporting the delivery of the HR calendar events, whilst working in partnership with Centers of Expertise roles across the wider HR team.

It's a mid-manager level HRBP role and an excellent opportunity for career progression for a Senior Associate/ Junior HRBP who has strong relationship management skills, wanting to manage their own client group and its ER case load. Ideal industry background will be Financial Services, Fin Tech or Professional Services and/ or accustomed to working in a regulated and fast paced environment.

Employee relations and Compliance

• In conjunction with the Head of HR, lead on the Performance Management cycle and manage cases that result from poor performance, sickness and other ER issues balancing risk and business goals with pragmatic advice.
• Improve line manage capability through coaching line managers on HR best practice and effective feedback mechanisms to proactively manage risk and champion a high performing organisation.
• Regularly review and analyse emerging risks and reasons for attrition retain key staff and reduce business risks.
• Demonstrate sound understanding of SMCR rules and best practice working with compliance and executives to comply with legislation.

Talent Acquisition and Resource planning

• Provide support and advice to managers on decisions concerning new roles, reporting lines and benchmarking projects and manage the headcount resource plan with client group(s).
• Provision of advice regarding the recruitment and selection processes, in conjunction with Talent Acquisition team.
• Work with the Head of HR and Talent Acquisition team on senior “search” recruitment and succession planning.
• Ensure that SMCR regime requirements are accounted for in new roles and restructures.

Employee Engagement

• Provide well-considered recommendations to senior leaders about strengthening engagement and implementing agreed recommendations with client groups and across the bank.
• Support business areas by contributing to the delivery, analysis, and communication of results in the annual staff engagement survey and periodic pulse surveys.
• Support EDI and Wellbeing and ESG initiatives across the bank and client groups.

Learning & Development

• Identify and drive related actions to address themes arising from appraisal and performance cycle(s).
• Work with the Organisational Development team to identify and develop and implement actions that support development needs across the business, through a range of intervention and delivery types.
• Identify succession and talent gaps in business areas and work with L&D partner and talent Acquisition team to mitigate risks to the current and future business plans.

Reward

• Support the annual bonus and pay review process through effective data management and analysis.
• Facilitate the year-end compensation process with the Reward team to ensure meritocratic, consistent, and fair decisions are made in line with guidelines and best practice.
• In partnership with senior leadership, assess and map individuals within the job family framework, ensuring consistency.
• Work with the Reward team to provide business insights and knowledge of client areas to have effective benchmarking data and decisions.
• Manage and drive HR projects and initiatives, working in a team or taking a lead, ensuring team members achieve.
• Support development and maintenance of HR policy and processes, new legislation and continuous improvement.
• Benchmark and recommend best HR practices for effective implementation of sound HR programs / initiatives.
• Ensure compliance with all relevant employment laws and regulations, including GDPR, SMCR and EDI principles to mitigate potential risks and liabilities.

Qualifications/Experience

• Ideally CIPD qualified or a professional qualification in HR.
• Experience of working in regulated firm and/ or SMCR regime.
• Has managed employee relation cases end to end.

Hybrid working: 3 days in the office

Seniority level

• Associate

Employment type

• Full-time

Job function

• Human Resources
• Industries: Financial Services, Banking, and Investment Management