Role

• Working on our staff handbook to update and improve our policies.
• Provide training, support and coaching on processes and procedures, ensuring managers are updated on changes to employment legislation and best practice.
• Provide the necessary tools and coaching to managers in support of performance management and development.
• Work with managers to provide clear performance expectations, address development needs, and support employee growth.
• Provide guidance on training and support for managers and their teams, including working with external suppliers of learning and development.
• Facilitate mid-year and year-end performance review processes and deliver appropriate reminders and training to managers and employees.
• Lead the recruitment process with best practice and coach managers on the selection process.
• Maintain the finance team's ‘Hiring Plan’ and communicate all joiners and leavers.
• Maintain job descriptions with the support of heads and managers.
• Responsible for overseeing the onboarding and offboarding of employees, including approving contracts and offer letters.
• Ensure new employees have an onboarding/induction plan and receive relevant information.
• Help maintain documentation, including company benefits, induction documentation, and policy processes on Confluence pages for easy access to employees.
• Ensuring the security of personal data and maintaining confidentiality.
• Analyse and report on key HR metrics as required, including headcount, turnover and absence.
• Proactively identify best practice to develop People initiatives, present recommendations to the Leadership team for approval, including spend and added value outcomes, and lead project delivery. (i.e Engagement surveys).
• Work closely with the leadership team in determining the compensation and benefits offer and provide advice and support to Line Managers and employees on company benefits, remuneration issues and benchmark data.
• Develop and implement specific projects as occasionally required by the SLT team.

Required Qualifications & Experience

• Proven generalist HR experience in an HR Manager, HR Business Partner, or Senior HR Advisor role, with responsibility across the full employee lifecycle.
• Strong knowledge of UK employment law, HR best practice, employee relations, performance management and employee engagement.
• Degree level qualification and/or professional HR qualification - CIPD Level 5 is desirable (or comparable experience).
• Experience within a fast-growing, global, technology, fintech, or professional services environment.
• Previous experience managing a junior HR team member is desirable.

Skills & Competencies

• Strong organisational skills with the ability to manage multiple priorities.
• Excellent relationship building and stakeholder management skills.
• High attention to detail.
• Strong coaching and mentoring capability to support the development of managers.
• Excellent interpersonal and communication skills, with the ability to collaborate effectively across global teams and time zones.
• The ability to handle sensitive and confidential information/data professionally and appropriately.
• Experience using HRIS/HR systems. Knowledge of BambooHR would be advantageous.