HR Business Partner

Exciting permanent opportunity for an HR Business Partner to join a large, successful, professional services firm supporting their southern region.

This role will suit an HR Business Partner with strong Employee Relations experience with a professional services firm (law firm, accountants or management consultancy) solid employee relations (not just supporting – advising managers and being able to manage case load) and someone who is happy to travel to the company’s 4 Southern offices once or twice every 3 months.

Salary: £75,000 - £80,000 + fantastic benefits, bonus and 25 days holiday.

Location: London City! Fantastic modern offices, great culture!

Hybrid based: 2 days working in the office. Hours 9am to 5pm Monday to Friday.

HR Business Partner Duties

• Work with key stakeholders to help build the firm’s organisation and people capabilities. They will help shape and implement effective people strategies and activities in line with the firm’s people agenda and the EVP/ Employee Value Proposition.
• Ensuring there is an appropriate People Strategy in place for each client group, which is aligned to the broader firm’s People Strategy. This will be achieved by understanding their client groups ways of working, how it creates value, their strategic drivers and purpose.
• Providing a future focused function that proactively steers the firm across all levels, including Partner level, to identify opportunities to create the most value and impact.
• Looking at change management and interventions to the benefit of client groups. The BP will be responsible and accountable for the delivery of holistic solutions with a user-centric approach having consulted closely with the business. This will require the BP to collaborate with their peers and colleagues to deliver on these projects.
• Enabling the client groups to undertake appropriate talent management strategies and aligning them to the broader Talent Management Programmes.
• Understanding all the various happenings across their portfolios’ employee lifecycles, including but not limited to updates on recruitment, promotions, working with the L&D team on the Pathway to Partnership, and escalated ER cases where required. This should be done through regular meetings and conversations with relevant People Experience colleagues and across the firm as required.
• Partnering with the business and relevant People Experience teams on all salary reviews.
• Sitting on the groups relevant to their client population and will be actively engaged with updates, ideas and will bring solutions to people issues that may be discussed, ensuring that the People strategy is being implemented and measured.
• Regularly shares their learnings and successes with their peers and broader People Experience team to ensure effective and collaborative knowledge sharing and management.
• Interventions will be evidence led to reduce reliance on personal bias, and this is to be complemented with data, supporting and working with the HR Advisors and other teams to gather and interpret this. Data is used for the following purposes - to determine to assess current engagement levels within portfolios, identify trends, diagnose issues, provide predictive analytics to steer decisions (both tactical and strategic) and general management reporting.
• Upholding the firm’s values and ensuring they limit any compromise to both the firm’s Employment and People Experience brands.