Job Description

Your role will be to support the Senior HRBP team in the definition and delivery of HR strategy/plan for the Practice Groups in your location, in line with the People Strategy. Implementing key firmwide people related initiatives within the client group.

Acting as a business partner to managers/partners. Delivering performance management, budgeting, workforce planning, project and change management. Exploring and challenging team structures to improve efficiency and effectiveness.
- Work with and providing support for specialist teams.
- Influencing and being part of project teams delivering business strategies and initiatives.
- Challenging existing HR ways of working to ensure maximum efficiency across all day to day activities.
- Supporting the business in driving and managing change (to leaders, role structures, new ways of working, use of new skills etc.) effectively, using change management tools and processes to ensure that teams continue to operate effectively.
- Coaching partners and managers and being their trusted advisors, not just on people issues but on business decisions and direction. When providing advice, always ensuring employment legislation is balanced alongside a commercial approach.
- Monitoring, measuring and reporting on HR issues, opportunities and development plans and achievements, through HR data analysis, to enable fact based decision making. Always doing so to agreed formats and timescales.
- Influencing reward decisions effectively within the practice group, ensuring compliance with the firmwide Reward approach and fairness & consistency of decision making. Co-ordinating the salary review & bonus allocation process for the relevant teams, taking accountability for ensuring that decisions are accurately captured and processed.
- Understanding the International priorities of the practice groups / international operations and promoting international mobility. Supporting both outbound and inbound international assignees and the relevant processes associated with international mobility, including package negotiation and arranging sponsors, performance management and repatriation.
- Championing the learning agenda within teams, and ensuring participation in the relevant programmes for individuals depending on their performance and potential.
- Working with the partners to develop talent and succession plans, working to ensure that the diversity profile of the practice groups improves in line with the firms objectives for inclusivity. Supporting the line manager to carry out the development activities identified in the plans in terms of both formal training and work place activities at associate and senior associate level.
- Managing vacancy approval (through budget as required), and then supporting the recruitment team to deliver external and internal recruitment for the practice groups.
- Ensuring the recruitment team are able to build an understanding of the practice group commercials and dynamics, and have access to line managers to enable effective recruitment processes
- Managing the onboarding of all external candidates from induction planning onwards.
- Continuously increasing understanding of the wider world of HR, sharing external perspectives and best practice with the business and HR colleagues.
- Trainees - ownership of trainees during their seats in the practice groups, and inclusion in talent planning activities.

Required Knowledge, Skills, and Abilities