City of London
You will be responsible for forming partnerships across the HR function to deliver value-added service to management and employees which reflects the business objectives of the firm. You will provide generalist HR expertise to the business heads and teams, own the client relationship and provide the ‘voice of the Business’ back to the respective HR teams. You will be responsible for bringing evidence-based practice into the Office addressing the people challenges faced by the business and you will support organisation effectiveness by developing and implementing solutions aligned to strategy, by leading the HR vision and by ensuring the HR Operating Model is embedded successfully.
Your duties and responsibilities will vary. As our client is a small firm there will be a broader range of tasks. In general, however the key responsibilities could include:
- Advising managers on the appraisal process as required
- Ensuring that company procedures comply with employment regulations
- Managing the HR team
- Monitoring various aspects of an employee’s performance, such as attendance and sick leave
- Handling any disciplinary processes and formal grievances
- Working with HR Colleagues Talent Manager (on L&D Initiatives) and Total Reward Manager (on Compensation and Benefits) reviewing pay structures and employee perks and benefits
- Managing complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence, retirement and redundancy
- Applying HR and business knowledge, evidencing appropriate decision-making skills
- Developing and maintaining HR policy and procedures to drive performance and mitigate disputes.
- Administering payroll and payroll records and keeping Finance appraised of any changes
- Working with Talent Acquisition Manager to advise on recruitment and selection strategies, supporting the recruitment process – this may include writing job descriptions and preparing interview questions etc.
- Working with the Head of HR and Talent Manager to manage talent and succession planning
- Driving alignment between HR strategy and business goals. Continuously monitoring and reviewing HR policies and processes, implementing changes where necessary
- Participating in the implementation of specific projects, procedures and guidelines to help align the workforce with the strategic goals of the organisation. Supportting change management processes
- Nurturing a positive working environment
- Supporting Head of HR in business management by providing decision support using HR metrics and general MI
- Ensuring legal compliance throughout human resource management
Daily and Monthly Responsibilities
- Planning monitoring and appraising HR activities by scheduling management information exchange and updates with employees, hearing and resolving employee grievances, working with Talent Manager to train managers to coach and discipline employees, and to counsel employees and line managers
- Championing the onboarding process, ensuring the process is up to date and of high quality, providing clarity and connection for all employees and their role in relation to the overall vision
- Maintaining management guidelines by preparing, updating, and recommending human resource policies and procedures
- Managing and developing the team by coaching, engaging and encouraging personal development
- Handling confidential matters with discretion
- Managing and mentoring HR Administration Manager and Team Assistant.
- Supporting department in the development and delivery of strategic HR plans to fit with the overall business direction
- Building strong relationships with external suppliers, fostering trust and promoting collaboration Support the Head of HR to develop and monitor overall HR strategies, systems, tactics and procedures across the organization
Skills & Experience required
- Ready and able to take the initiative and own decisions.
- Communicates challenges and influences a variety of stakeholders effectively. Presents sound and well-reasoned arguments to convince others. Draws from a range of strategies to persuade people in a way that results in agreement or behaviour change.
- Adapts and works effectively with a variety of situations, individuals or groups.
- Understands and appreciates different and opposing perspectives on any issue, to adapt an approach as required.
- Maintains personal effectiveness by managing own emotions in the face of challenges, setbacks or when dealing with provocative situations. Demonstrates an approach to work that is characterised by commitment and motivation.
- Mature in expertise to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to form relationships, and construct frameworks, for decision making and problem-solving, transforming proposals/ideas into practical reality.
- Knowledge of current thinking in Human Resources issues and trends and evidence of Continuing Professional Development.
- Extensive experience of operating in a business partner model, working with managers to create positive business outcomes.
- Keeps up to date with external trends and best practice in the areas of expertise and HR more broadly. Continuously drives improvements in tools and policies through external market trends, insight and internal best practice.
- Proactively shares best practice, intelligence within HR function. Build relationships and form alliances with external counterparts.
- Understands and anticipates the need for change, diagnosing the underlying issues and building the case for change with stakeholders.
- Building frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
- Being an ambassador for the HR function, a mentor to direct reports and supporter of the team, building a cohesive team delivering a value-add HR service.
- Proven working experience as HR Manager or other HR Executive
- Exceptional communication skills, writing skills, interpersonal skills, and ethical mindset
- Adept to problem-solving and conflict resolution
- Detail-oriented and organised
- Demonstrable success in people development and contributing to organisation performance
- Leadership capabilities and solid knowledge of employment legislation and its application.
- A proactive team player with strong customer service and problem-solving skills.
- Experienced in developing and supporting line managers through change.
- Ability to maintain confidentiality and act with discretion and diplomacy is crucial.
- Self-motivated and able to work under own autonomy AND as part of a team.