HR Business Partner
il y a 3 jours
Summary
The Paris HRBPs partner with the Office Managing Partner and the General Manager/relevant management teams.
The role holder will work closely with regional HRBPs and Centres of Expertise ("CoEs") to deliver high impact, highly efficient people priorities and processes. The role holder will build trusted advisor relationships with the OMP/General Manager and their leadership team, along with other key stakeholders.
The role holder will be required to support the business objectives and global people strategy playing a full service HR role, leading and developing the strategic people plans and providing the tools for Partners/Heads of Department to effectively manage their high performing teams. The role may retain HR Business Partner responsibilities for specific practices/groups where relevant and will act as an independent and trusted advisor to the key members of the local management team on all HR organisational and people related issues.
The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities. The role holder will agree clear objectives with their Regional HR Lead and the management team of the office.
**Key Relationships**:
Regional HR Lead, Office General Manager, Office Managing Partner, Office functional heads, (Senior/Practice Area) HR Business Partners within the office/region and the relevant Centres of Expertise ("CoEs").
Key Responsibilities
**People and Talent Strategy**
- Partners with OMP/General Manager and their leadership teams as well as other HRPBs as relevant to develop and deliver people strategy aligned to the office strategy and the firm's People and Talent Strategy.
**People Priorities**
- Partners with the OMP/General Manager and the Leadership Team as well as other HRPBs as relevant to embed the Firm's people priorities across the function. This includes developing a comprehensive talent calendar, bringing together outputs of key regional process (e.g. Talent Pipeline Reviews), shaping the regional talent agenda (e.g. succession planning for key roles) and working with OMP/ General Manager on key talent processes (e.g. compensation).
- Prepares OMP/General Manager for regular reporting on people matters.
**HR Leadership**
- Actively participates in the regional HR leadership team
- Actively contributes to the people strategy formation by participating in global and regional HR projects linked to the strategy
- Within the framework of the global strategy, participates in the planning and implementation of all HR aspects of the regional or office strategy with the management team of the office and/ or with the relevant Centres of Expertise and HR team
- Provides HR support, coaching and direction to partners and key members of management on HR related and people issues
**Inclusion**
- Works with the Global (and regional) Head of Inclusion to drive a culture of inclusion and diversity and empowers business leaders and Partners to do the same
- Identifies and adopts relevant and impactful initiatives, ensuring they are tracked and adapted as appropriate
**Wellbeing**
- Works with the Global (and regional) Head of Wellbeing and People Experience to lead a programme focused on improving the wellbeing of the Firm's population
- Promotes and communicates on a range of wellbeing initiatives including physical and mental health. Challenges business decisions that are incongruent with the Firm's wellbeing strategy.
**Listening and Engagement**
- Monitors people engagement through, for example, surveys, working with the regional HRBPs and other relevant colleagues to develop and implement action plans.
- Uses broader data from other sources of employee listening from across the firm, e.g. Code of Conduct workshops, Inclusion focus groups, etc to give a broader perspective and insights.
- Works with diverse and flight risk top talent to understand concerns, and partners with key stakeholders to address them.
**Employee Relations**
- Acts as a trusted advisor to the Office Managing Partner / General Manager / Heads of Departments on all employee relation issues.
- Ensures compliance with all aspects of relevant legislation and communicates the impact of any changes on existing policies/procedures to the relevant stakeholders
- Instructs or strongly influences managers on sensitive ER issues, on the appropriate approach to resolve conflict. Works with key stakeholders to prepare scripts for ER related conversations, including exits.
- Provides, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible
- Ensures all employee related policies are communicated and implemented consistently e.g. absence management, maternity, disciplinary. Responsible for conducting grievance and disciplinary processes below Director/Partner level.
- Works with General Manager on all Works' Council
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