Lead HR Client Partner, FTC - Human Resources - London, United Kingdom

Job Description

Description of the Business Line or DepartmentThe Human Resources department is responsible for: • Developing the BU/SU 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 BU/SU and SG Group notably in terms of managerial culture, performance management and people engagement. • Contributing to the BU/SU and SG Group 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 Lead HR Client Partner provides strategic HR support to specific population(s) of the Business, i.e., front office business lines or support functions, ensuring HR initiatives are aligned to the strategy of the business • Escalation/ first line of support for HRBP(s) & Advisor(s) supporting client group • Responsible for providing a full spectrum of advice and guidance in relation to the employee lifecycle. • The Lead HR Client Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group Summary of responsibilities • Leading on the overarching people plan ensuring synergy and consistency (where appropriate) across UK and BU/SU Stream • Liaison with senior management teams, where the ability to give commercial and credible advice is paramount. • Providing leadership and engagement for HRBPs and Advisors. • Alert/escalation point for direct reports on matters of urgency/complexity including cases requiring arbitration. • Partnering with the Head of HR Client Partnering to support senior business management in developing the people strategy of the firm, whilst ensuring competitiveness and relevance of approach. • Implements and enforces corporate initiatives, local and global HR policies, ensuring consistent deployment across Bus / Sus within scope. • Builds, develops, and maintains strong relationships with internal client base and provides advice on all HR issues to management and employees. • Collaborates and shares information in a transparent and swift manner with the Heads of HR of other UK regulated entities (e.g., KH and SGIL) to ensure there is a common understanding of HR topics across the UK platform while being the main point of contactfor cross entity Senior Business Leaders • Thoroughly conversant and advises on changes in employment and regulatory legislation and ensures that HR topics are managed in compliance with HR policies and regulations. • Highlights and responds to HR related business and conduct risk and ensures best practice with employment issues including liaison with legal advisors as appropriate. • Partners with HR specialist teams, HR Advisory, and other relevant individuals outside HR (e.g., Compliance Officer, C&C Partners, DEI Champions) 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. • Minimum formal monthly 1:1 with all team members. Expectation is bi-weekly with all HRBP direct reports and monthly with HR Advisor direct reports. • Host of weekly/bi-weekly team meeting • Monthly meet with every ExCo member or UK Head of Business (for example, Head of MARK, GLBA. CFO, COO, Head of Legal, Head of Risk) • Attendance at BU/SU ManCos and ExCos as required Recruitment HR advisory to the Business • Through the oversight of their client groups, the Lead HR Client Partner is involved in drawing up staffing plans (additional/replacement hires) and is accountable 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 Lead HR Client Partner ensures compliance with the recruitment process and associated internal policy within their scope of responsibility; including, but not limited to, sourcing channels, external providers selection, Headhunter engagement, compensationrules, and contractual provisions. 2. Career Management and Mobility HR advisory to the Business • Ensures Managers are sufficiently trained and developed in all aspects of performance management in collaboration with PTD • Advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs) Global efficiency • Strives to ensure accuracy in the HR systems of data pertaining to staff • "knows" their client groups and develops and maintains this knowledge through regular interaction with employees/managers • conducts regular career interviews for identified talents and low performers and other key employees as required • Advises and supports employees regarding internal career management coordinates international assignments in partnership with the specialist International Assignment Team, linking all stakeholders in the secondment process HR policies enabler • Ensures that the international mobility policy is applied consistently 3. Talent management and promotion of managerial culture (in collaboration with HUMN/PTD) HR advisory to the Business • Ensures that the Business participates in the 360° process as appropriate • Contributes to the formalization of succession plans in compliance with the agreed UK minimum standards in place at the time • In conjunction with PTD formulates an appropriate training and development plan and influences the local training offering Global efficiency • Identifies, along with managers, talents, and key resources in their client group • Builds trusted relationships with key staff and high potential talent • Supports managers with a strategy to ensure they retain, develop, and manage the careers of their staff • Works with the Business to ensure that each "key" employee has a formalized succession and personal development plan in their annual objectives HR policies enabler • Implements all talent initiatives (coming from HUMN or from the Group) within their client group • Educates and promotes the use of managerial tools (PeopleSoft, eValuation, ACE, Manager Handbook, etc.) 4. Exit Management HR advisor