Job description
Purpose of Role
The Lead HR Business Partner partners a business where there is a need for a distinct and articulated people strategy such as Performance Group, Service Line or KBS function. The Lead HR Business Partner is a strategic partner within their area of the business, the key facilitator and enabler of the matrixed organisation and a driver of change. They are a member of the business area leadership team.
Key responsibilities
1. Lead on the development and operationalisation of a strategic workforce plan and OD aligned to business needs
2. Bring external market insights and industry best practice to business challenges
3. Act as trusted advisor to senior leadership team
4. Interpret management information to provide insight for business area leaders, develop the business area people strategy and facilitate decision-making on organisation and people matters
5. Develop and drive the senior talent and succession strategy within aligned business area
6. Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters within aligned business area
7. Set the approach (framework, parameters) on key HR cyclical activity (S&B, promotions) with business and ensure outcomes in line with strategy
8. Lead on key strategic Capability priorities as defined by the Capability Head of HR
9. Work with CoEs to develop products and services that are aligned to business strategy and are designed with an employee/customer lens
10. Deputise for the Head of HR as and when required
11. Be a champion of firm’s culture, values, behaviours
12. Be a champion of the firm’sIDE (Inclusion, Diversity and Equality) agenda in all activities building understanding and confidence within the client group, and support the business to build and execute their IDE plans.
Major Functions / Accountabilities
Strategic Partnering:
13. Build influential and mutually respectful relationships, providing thought leadership, trusted advice and proactive challenge to clients (eg Performance Group Lead, Service Line Lead, KBS function, partners and other business leaders)
14. Interpret management information to provide insight for business leaders, and facilitate decision-making on organisation and people matters
15. Proactive involvement in the Performance Group / Line business planning exercise
16. Work closely with both learning and BPs and with colleagues from the wider Performance Group / Service Line operations teams (Finance, Resourcing etc.) to drive and execute activities for both your Performance Group / Service Line and the wider capability as required.
Development of people strategy:
17. Responsible with senior leaders within your Performance Group / Service Line for defining, developing and embedding the people strategy
18. Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters
19. Proactively drive your clients forward using a range of change management techniques to achieve their desired initiatives
Cyclical people activities:
20. Overall responsibility for the successful delivery of the annual people calendar – ensuring the KBS function and capability voice is heard in the development of the people calendar
21. Responsible for ensuring all HR solutions within the Performance Group or team are delivered by deadlines set and to agreed standards
Recruitment:
22. Work closely with the HoPO and the Recruitment and Resourcing teams to ensure that they understand the future requirements of the client group at all levels, including Graduate/Student recruitment
23. Develop and manage the senior leaders’ talent pipeline (Partner and Director)
HR guidance:
24. Provide trusted strategic advice to Leadership on HR matters
25. Coach and support senior leaders to develop and maintain people management and development skills
26. Working with the People Advisory Team, support the resolution of highly complex and/or high risk people issues and flag high risk issues to the HR as appropriate
27. Deal with complex escalations from the People Advisory Team as required
The People team:
28. Work with others within the HR team, the People Advisory team and CoEs to ensure a shared understanding of the strategic priorities of your client group and enable synergies across the relevant client group
Performance Management:
29. Responsible for the performance management of a group of Senior HRBPs and HRBPs within the Capability HR team as agreed with the Head of HR
30. Develop the team and their skills, encouraging a meaningful feedback culture
31. Have a clear understanding of the firm’s commitment to creating a more inclusive culture and promote this with your team and within the wider People organisation
32. Uphold and role model the firm’s values.
33. Coach and mentor others within the wider people function
Key competencies and skills:
34. Commercially focussed
35. Business acumen
36. Customer focus
37. Strategic insight
38. Change driver
39. Organisation design
40. Stakeholder Influence & Relationship Management
41. Strategic thinker and ability to translate business needs into people plans
42. Ability to inspire and lead other HRBPs
43. Strong client relationships and influencing skills to establish credibility
44. Honed collaboration skills, understanding how to operate in a complex, matrixed organisation.
45. Demonstrated ability to evaluate and manage conflicting priorities in a fast-paced environment with senior level leaders
46. Strong relationship development skills and client service ethos, naturally building credibility and confidence at Performance Group / Service Line Leadership level through demonstration of expertise
47. Resilience
48. Strong external / market awareness, networks and understanding of the broader industry trends and challenges, and the role HR Business Partnering can play in an organisation’s success
49. Business reporting writing skills
50. Excel and PowerPoint intermediate skills
51. CIPD desirable
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