Senior Human Resources Business Partner

The successful candidate will report to the Human Resources Director and collaborate closely with the HR Business Partnering team and Centres of Expertise (CoE), as well as the wider HR function, to deliver impactful and efficient people priorities and processes across the fee earning departments they are aligned to. Working in partnership with colleagues, you will share responsibility for implementing the people strategy, driven by data-informed decisions that contribute to the overall success of the business.

Your responsibilities include, but are not limited to:

• Partner with key stakeholders and collaborate with L&D to deliver the firm’s people and talent strategy aligned to the departmental business plans for the areas you advise.
• Partner with key stakeholders, including your fellow business partners, to embed the firm’s people priorities across the firm, shaping the talent agenda and working together with Reward on key talent processes (e.g. fee earner salary and bonus reviews).
• Act as a trusted advisor to the Partners, providing proactive HR support, coaching and direction on people issues.
• Lead function change initiatives, if required.
• Actively contribute to the people and talent strategy formation by representing client groups, collaborating with relevant HR colleagues and bringing market knowledge of leading practice HR, to shape and deliver HR projects linked to the people and talent strategy.

• Understand and articulate the HR strategic priorities. Use external views and internal knowledge to assess current state and identify optimisation opportunities for structural change.
• Develop, design and conduct impact analysis and create implementation plan for changes to structure, roles and workforce transition in collaboration with the business partnering team.

• Act as a trusted advisor to the Partners on the more complex employee relations issues in collaboration with the business partnering team where relevant, anticipating risk and likely consequences, and identifying early interventions including conflict resolution.
• Offer confidential guidance and coaching, where appropriate, with the goal of resolving situations informally whenever possible.
• Contribute to the development of employee related policies and ensure they are fair and communicated and implemented consistently across the firm.

• Embed the firm’s talent management priorities and processes in close partnership with the business partnering team, L&D, Recruitment and Reward.
• Work with the Partners and the Finance team to plan and anticipate demand and capacity needs, future skills, attrition, including analysing data, identifying trends and finding creative solutions in order to develop the talent pipeline and ensure optimal organisation structure.
• Deliver talent pipeline reviews in collaboration with the business partnering team, to identify critical talent segments for the future, including collation and analysis of key themes, gaps and actions into learning needs and business development plan.
• Work across CoEs (e.g., Recruitment, Reward and Wellbeing, L&D) and the business partnering team to coordinate and implement initiatives.

• Support the Partners and leadership team through performance reviews and positively challenge them to influence objective and fair performance and reward outcomes that are consistently applied across the firm, which align to the firm’s performance & reward strategy and the firm’s values.
• Work with L&D and the Partners to identify development needs of the fee earners you support and objectives to be achieved and provide ongoing support and solutions to ensure continued development.
• Work with key stakeholders to develop top talent in alignment with business strategy and support raising their profiles within and outside of their function, including potential opportunities that may be available.
• In collaboration with the fee earning business partnering team use outputs of the talent pipeline reviews, employee listening, people data and analytics, succession planning, etc. to identify career development opportunities and plan…