HR Business Partner/Project Manager

Job Description

Description of the Business Line or DepartmentThe Human Resources department is responsible for:

• Developing the Business Unit and SG Groups attractiveness as a responsible employer notably in terms of career opportunities, people development, compensation, diversity and working environment.
• Addressing the larger challenges of the Business Unit and SG Group notably in terms of managerial culture, performance management and people engagement.
• Contributing to the Business Unit and SG Groups competitiveness by maintaining critical staffing levels and talented profiles.
• Supporting the strategy and transformation by accompanying the teams and working on their employability.

Summary of the key purposes of the role

• The HR Project Manager works to ensure that delivery is smooth, streamlined, and efficient across the team (and created materials can be leveraged where possible pan-UK)
• The HR Project Manager works as the conduit between Lead Client Partner, HR Business Partners, specialists, and the wider business to learn, and build, the materials, timelines, and guidance for the annual process of ACR / Talent across Support & Control
• Supports the Lead HR Client Partner HRBP (and wider HRBPs) on implementation and delivery of cyclical processes and ad-hoc research / data (e.g., collation and preparing ExCo sessions on findings from 9-box data)
• Monitors implementation of key processes to ensure consistency across stream and relevant follow up actions are completed
• Supports the Lead HR Client Partner with People Planning, to learn and embed a People Strategy
• Owns their own HRBP client area(s) within Front Office Business Units (Global Banking and Advisory & Global Markets) to learn, test and manage clients directly - with support from the Lead HR Client Partner HRBP (and possibly wider HRBPs) in line with theHR Business Partner job requirements

Summary of responsibilities

• Liaison with Lead Client Partner, HR Business Partners and HR specialists across Front Office functions - Global Banking and Advisory & Global Markets with the ability to give commercial and credible advice
• Builds, develop, and maintains strong relationships with internal client base and wider HR to provide advice and strategic direction on all HR issues to management and employees.
• Ensures that HR topics are managed in compliance with HR process (standards), policies and regulations.
• Manages Employee Relations cases (including running internal grievances, disciplinaries, restructuring and redundancies etc.) through to Tribunal where required.
• Partners with HR specialist teams, middle office, and other relevant individuals outside HR (e.g., Compliance Officer) to ensure HR team deliver a best-in-class service.
• Works on projects both locally and globally which add value to HRs corporate service offering

In capacity as an HR Business Partner:1. RecruitmentHR advisory to the Business

• With the management of their client group, the HR Business Partner is involved in drawing up staffing plans (additional/replacement hires) and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles, sourcingchannels and any other relevant HR-related issues in partnership with the Recruitment Team.

HR policies enabler

• The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.

2. Career Management and MobilityHR advisory to the BusinessThe HR Business Partner: -

• provides training and development for managers in all aspects of performance management in collaboration with the Training, Development and Diversity team )
• advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)

Global efficiencyThe HR Business Partner: -

strives to ensure accuracy in the HR systems of data pertaining to staff

"knows" their client group and develops and maintains this knowledge through regular interaction with employees/managersconducts regular career interviews and atmosphere reviews</