Lewis Silkin
Human Resources Business Partner
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We have an exciting opportunity for an additional HR Business Partner to join the team supporting Business Teams.
About the role
- Working closely with the Chief People Officer in the achievement of firmwide strategy, including change, transformation and projects.
- Serving as a strategic HR Business Partner for business teams, leading a large project on workforce transformation, organisational change and cultural initiatives to ensure people strategies align with business objectives and drive organisational success.
- Providing expert guidance and support to the Chief Officers on change and transformation initiatives, organisational agility, workforce planning and shaping future resourcing needs, employee engagement and reward strategy to align with HR strategy and business needs.
- To interface with the wider HR team and collaborate effectively with other support professionals across the firm.
- To manage and develop one HR Business Partner and one Senior HR Advisor.
Key Responsibilities
Strategic HR & Transformation Leadership
- Partner with senior leaders to develop and implement HR strategies aligned with organisational goals and transformation agendas.
- Lead workforce planning, organisational design, and service transformation projects. This will include a major review of business teams target operating models, job evaluation and the introduction of a new reward framework.
- Deliver HR insights using workforce intelligence, data analytics, and benchmarking to enable evidence-based decision-making.
- Facilitate cultural change initiatives and support communications across the business.
Change Management & Employee Engagement
- Design and implement structured change management strategies for organisational strategic objectives.
- Collaborate with managers to drive engagement, foster positive workplace culture, and ensure alignment with strategic objectives.
- Support leadership in navigating complex employee relations issues, particularly during transformation processes.
Operational & People Leadership
- Provide guidance on performance management, talent development, succession planning and engagement.
- Act as an internal consultant on leadership development, learning interventions, and organisational capability building.
- Work with the Learning & Development team in the development of relevant development programmes and evaluate effectiveness of outcomes.
- Coach and mentor managers to improve people management and leadership effectiveness.
HR Operations
- Working with the HR Business Partner (who works part time) and Senior HR Advisor to deliver the following:
- Ensuring the effective delivery of appraisal and career development programmes within Business Teams, including programme planning and facilitation of identified Learning and Development objectives (with the support of the Head of People Development).
- Responsible for supporting and/or leading organisation changes and restructures.
- Managing the annual salary review and budgeting processes in liaison with the Chief Officers, with input from the Chief People Officer and Rewards team.
- Working with the Head of People Development to ensure design and delivery of relevant high-quality training across all roles within business teams.
- Managing risk and handling day-to-day employee relations issues, including the management of disciplinary, performance review and grievance hearings.
- Wellbeing and ill-health absence management.
- Advising staff and managers on matters of HR policy and queries relating to terms and conditions.
- Attendance at appropriate management meetings and contributing to management reports.
- Informal mentoring, coaching and counselling of staff as appropriate.
- Conducting exit interviews with senior leavers and acting upon key trends identified.
- Managing flexible working requests when required.
- Supporting the talent acquisition team with the recruitment of Business Teams staff.
- Ensuring Joiner and Leaver procedures are effectively implemented.
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HR Departmental Responsibilities
- As a member of the HR senior leadership team, collaborate with colleagues within the HR Business Partnering team and wider HR team to ensure that the firm maintains and develops its excellent people experience offering for all colleagues.
- Working in partnership with other HR Business Partners to develop and implement HR policies and initiatives in line with best practice.
- As part of the HR senior leadership team, play an important role in the management and development of the HR function, contributing to overall high performance, engagement and expertise.
About you
The successful candidate will have a professional manner and first-class communication and stakeholder management skills, ideally with experience of working in a law firm or similar professional services environment. They will be highly organised and able to demonstrate a proactive and flexible approach to their work. They will enjoy working in a collaborative team environment as well as independently and be keen to guide and motivate others. They will be responsive to stakeholder requirements, and have a cooperative and willing attitude, with proven experience in finding solutions for their client groups.
Specialist experience
- Proven senior-level HR business partnering experience, ideally in complex, multi-professional or matrix organisations.
- Expertise in change management, workforce transformation and organisational development.
- Analytical and data-literate with the ability to use HR metrics and workforce intelligence to guide business decisions.
- Clear understanding of employment law, HR best practice, and employee relations.
- Proven experience in job evaluation (we use Willis Towers Watson), including resourcing and reward.
- Line management experience or experience of supervising others.
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Abilities and desired qualities
- Demonstrates empathy, resilience, professional courage, facilitation, accountability, and collaboration.
- Excellent organisational skills and ability to prioritise a very varied workload.
- Strong analytical and report writing skills.
- Ability to work to tight deadlines in a pressurised environment at times.
- Ability to be proactive and work on own initiative.
- Client-focused.
- Good attention to detail.
- Able to always maintain discretion and absolute confidentiality.
- Confident and natural communication skills – able to communicate at all levels.
- Team player and enthusiastic – flexible and willing attitude.
- Flexible and willingness to travel to other offices as required.
IT Skills Required
- Proficient IT Skills – Microsoft Office. Experience of working with a document management system (NetDocs) and HRIS Factors) would be an advantage, although full in-house training will be provided. Knowledge of Willis Towers Watson benchmarking software would be an advantage.
Education and professional qualifications required
- Educated to degree level (or equivalent).
- Level 7 CIPD qualification would be an advantage.
At Lewis Silkin our ethos is simple. We strive to do the best for our clients, our people and the communities in which we operate. We recognise that an inclusive workplace allows for all kinds of ideas and thoughts, a variety of points of view that can trigger discussions or deliver innovative results, and a wide range of versatile skills and expertise. We are proud of the diversity within Lewis Silkin and of our culture that allows people to be themselves at work, ensuring we provide the best possible service to our clients. We are committed to supporting candidates throughout the recruitment process by supporting anyone who requires adjustments, in order to ensure they have the opportunity to perform at their best. All applicants will be considered equally and fairly. If you’d like to request any adjustments throughout the recruitment process, or would like to discuss flexible working patterns, please email the recruitment team in confidence (recruitment@lewissilkin.com).
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