HR Business Partner

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 matters, collective agreements as well as related procedures.- Ensures regular training and compliance with Health & Safety regulations. Organisation Design- Understands internal as well as external issues facing the business. Uses HR competencies and core knowledge to deliver streamlined and efficient processes to enhance the business operating model.- Partners with key stakeholders to determine the business need for new and amended roles. Identifies key responsibilities and impacts of proposed changes on existing roles and structure to shape the decision. Partners with colleagues to role map. Financial Management- Participates in the annual HR budgeting process through analysis of past spend and potential future cost- Collates and acts on management information / analytics on headcount, attrition, utilisation, ratios and other key HR metrics to inform the business and to optimise effective decision making Policies and Processes- Ensures that all standard processes are administered efficiently and within agreed timescales - i.e. references, visa documentation, bank transfer/ salary letters. Works with Service Delivery to identify opportunities to improve, self-service/offshore/outsource standard processes e.g. standard templates, self-service.- Ensures that processes and policies are