Senior HR Business Partner

Job Description

Company description:People join for the impact they can have on us. They stay for the impact we have on them. A flatter structure offers visibility and exposure beyond that of our competitors, so you know our names, and we know yours. Its personable, human, and inspires success through passion. By encouraging open mindedness and a willingness to share ideas, we have adapted to market changes and thrived through innovation. Bringing words like "hard work" and "dedication" together with "community" and "respect" has enabled us to work collaboratively and build our future together. We call this Team Spirit and its what makes us different. Its what makes you different. Job description:Description of the Business Line or Department The 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 Senior HR Business 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 HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group Summary of responsibilities * Liaison with senior management team across functions, where the ability to give commercial and credible advice is paramount. * Builds, develop 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 contact for cross entity Senior Business Leaders (eg UK CFO) * 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. * Implements and enforces corporate initiatives and global HR policies. * Highlights and responds to HR related business and conduct risk and ensures best practice with employment issues including liaison with legal advisors as appropriate. * Ability to manage complex employee relations issues including terminations, settlement agreements, disciplinaries, grievances and OH cases with minimal assistance. * 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. * Management and ongoing development of HR Business Partner direct report(s) and oversight responsibility for Middle Office advisor(s) supporting business line. * Escalation & first line of support for HRBP(s) & Advisor(s) 1. Recruitment HR advisory to the Business * With the management of their client group, the HR Business Partner is involved in drawing up staffing plans and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles 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 Mobility HR advisory to the Business The HR Business Partner:- * advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs) Global efficiency The HR Business Partner:- * "knows" their client group and advises managers and employees with regard to internal career management * coordinates international assignments in partnership with the specialist International Assignment Team, linking all stakeholders in the secondment process HR policies enabler The HR Business Partner:- * encourages use of the Mobility Charter & ensures that the international mobility policy is applied consistently 3. Talent management (in collaboration with HUMN/PTD) HR advisory to the Business The HR Business Partner:- * ensures that the Business participates in the 360° process as appropriate * contributes to the formalization of succession plans for key positions * formulates an appropriate training and development plan and influences the local training offering Global efficiency The HR Business Partner:- * identifies, along with managers, talents and key resources in their client group and gains a deep knowledge of those staff * works with the Business to ensure that each "key" employee has a formalized personal development plan in their annual objectives HR policies enabler The HR Business Partner:- * 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, Manager Handbook, etc.) 4. Exit Management HR advisory to the Business The HR Business Partner:- * proactively supports managers with workforce planning/managing the corporate title pyramid; by anticipating short and long term business needs, and manages any restructuring and redundancies as appropriate. * oversees the development and training of managers in all aspects of managing poor performance * leads complex employee relations cases including rationalisation/redundancy plan and individual terminations HR policies enabler * The HR Business Partner supports the Business in mitigation of legal risks in conjunction with grievance/ disciplinary/ redundancy processes. 5. Compensation (in cooperation with HUMN/C&B) HR advisory to the Business The HR Business Partner:- * delivers regular market intelligence to managers * will advise and challenge managers during the compensation review