HR Business Partner – FTC to cover Maternity Leave

Our client, a leading international law firm, require a HR Business Partner (FTC to cover Maternity Leave).

The HR team in the UK consists of over 50 people. The HR Operations team comprises of a Head of HR in the North and South, four Senior HR Managers, eight HR Business Partners, three Senior/HR Officers and four HR Assistants. The Operations team work alongside the other HR functions - Resourcing, International, Benefits (including payroll and pensions), HRIS, Learning and Development and the Graduate Recruitment team.

The Role

The purpose of the HR Business Partner role is to work with and influence key stakeholders and partners to improve business performance by identifying areas for improvement and facilitating change initiatives. This HR Business Partner role will support specific fee earner departments (client groups).

Key Responsibilities

Business Partnering:

• Work with the senior HR team to develop the HR function and ensure that it is meeting the strategic objectives of the firm.

• Position HR as a strategic business partner within client groups and contribute to business planning and strategic discussions by providing commercial advice and support on all HR Operational issues.
• Develop and sustain strong business relationships with client groups to become a trusted advisor.
• Coach and support Partners and Associates in their development of their people management skills.
• Work with the wider business to ensure initiatives and solutions have full support ahead of implementation.  Influencing and supporting change management across the practice
• Propose new ideas that may lead to better strategic decisions.
• Work with the groups to ensure the structure of the practice areas is appropriate to meet the strategic aims of the various teams.
• Working with the HR team for the business services departments, supporting on re-organisations, restructurings, redundancies and transfers.
• Work with the Senior HR Officer as appropriate on the implementation of various policies and practices including maternity, flexible working, mentoring, equal opportunities, headcount management, and dismissal.
• Work with the senior HR team to communicate and share expertise with the wider team. 
• Work with L&D colleagues to identify and fill skills gaps and ensure that fee earners have the right skills, experience and knowledge to operate at the highest level.

Career Development Review Process:

• Work with the other HR Business Partners and the senior management to review and update the Career Development Review (CDR) forms annually.  Assist in the implementation of the fee earner CDR process.
• Lead the annual fee earner performance moderations process, working as a project team with the Senior HR Manager, other HR Business Partners, and the Senior HR Officers.
• Coach client groups in the delivery of effective feedback and constructive performance management based discussions.
• Identify training needs and liaise with the Learning and Development team to identify and deliver targeted and effective training.

Salary Review:

• Keep up to date on market intelligence on salaries and remuneration for the fee earning groups and feed that back into the salary review process.
• Run and implement a commercial salary review process which targets market 'hot spots' and high performers.

Projects:

• Working with the senior HR team and the business on other projects that align with the firm's broader strategic agenda.

Line Management Responsibility:

• Responsibility for the day to day management, engagement and development of a Senior HR Officer, and an HR Assistant with another HR Business Partner, including setting and reviewing performance objectives on a regular basis.

 Desired Skills and Experience:

• Graduate or equivalent and ideally CIPD qualified.
• HR Professional with previous experience of building effective relationships with senior stakeholders.
• Preferably legal or professional services experience.
• Experience of managing junior staff preferable.
• Strong team player essential.
• Commercially astute and a good understanding of the practical application of HR.
• Proactive.
• Strategic.
• Excellent written and verbal communication skills.
• Strong influencing skills and able to build credibility quickly.
• Integrity and discretion.
• Ability to inspire confidence and respect at all levels.
• Flexible in thinking and approach.