Senior HR Business Partner and Project Lead

The HR Function delivers all HR services across the firm and works closely with all Practice Groups and Business Services to deliver against our core global people strategy and key priorities of providing a culture we care about; outstanding career development; an inclusive working environment; and a rewarding deal for all. We promote a culture of continuous improvement and embrace innovative ways of working to ensure we keep pace and remain competitive within the rapidly evolving market we operate within. We aim to deliver an exceptional and consistent Freshfields people experience.

HR Business Partnering creates value for the firm by delivering key people priorities for every area of the business to support the retention of the best talent, building a culture of high achievement, and delivering excellent HR processes. Our Practice Group aligned HR teams are supporting over 2700 lawyers, working in 150+ countries across 5 different Practice Groups – Antitrust, Competition & trade, Dispute Resolution, Global Transactions, People & Reward and Tax.

The purpose of this role is to support the Head of HR, UK to lead on strategic project initiatives in the UK (and on a global basis) and provide strategic business partnering support to aligned groups. This will include providing guidance on HR policies and practices, HR initiatives, resolving queries and issues and delivering a first-class service to our people.

You will be working closely with senior Partners and Managers, acting as a trusted advisor to ensure that the people agenda is reflected in all business decisions. You will work closely with colleagues across the wider HR team to design and implement key projects. You will deputise for the Head of HR, UK in their absence and will act as a role model and mentor for more junior HR Business partners. You will take the lead and direct a team of HRBPs on initiatives or projects. You will be expected to operate at a senior level and be able to work autonomously with little day to day supervision.

Key responsibilities and deliverables

• Strategic People Projects (c60%)
  • Conduct regular (or cyclical) reviews of key elements of the UK people proposition, which may include but not be limited to end of year cyclical activities, wellbeing, benefits and People policies.
  • Lead for the UK region on central projects or initiatives relating to cyclical processes, setting out the approach and overall project plan to ensure alignment of all HRBPs, with support from wider HRBP team.
  • Lead delivery of key elements of the People Plan for the UK across Legal Services [and Business Services], as well as global strategic People projects, where appropriate.
  • Identify and scope strategic projects to enable delivery of global and UK strategic priorities.
  • Partner with colleagues in the wider HR team and business services teams to deliver joined up solutions for our people.
  • Own delivery and implementation of UK strategic People priorities, ensuring visibility to Regional head of HR of progress and status.
  • Coordinate with our Senior HRBPs project activity across the team to ensure effective use of team resource.
  • Lead engagement with colleagues in COEs and HR Operations to ensure smooth delivery of UK processes and initiatives.
• Data and management reporting:
  • Create and utilise management reports to enable informed and appropriate business decisions to be made.
  • Use data to highlight potential areas of focus in support of the people priorities and agenda.
  • Responsible for GDPR and data integrity.
• HR Advisory and business improvement:
  • Collaborate with business leaders in aligned groups to understand the key business objectives to define, create and deliver HR solutions.
  • Work with business leaders and line managers to develop and implement business improvement and change programmes and required policy and process as required to respond to evolving needs.
  • Monitor business and people performance and analyse relevant HR data to provide insights to business leaders and make recommendations in respect of people risks to the firm.
  • Develop and sustain strong business relationships by giving professional advice and becoming a trusted advisor.
  • Keep abreast of latest thinking in the profession, developments within the network and in the market and propose effective ways of maintaining Freshfields as an employer of choice.
  • Encourage increased usage and efficient and effective ways of working.
• Talent management and development:
  • Lead the development of the allocated area’s Talent plans (Resourcing, Succession, Development) and deliver key outputs once agreed.
  • Ensure recruitment needs are met and the firm’s brand is effectively communicated.
  • Lead regular discussions on resource planning and succession requirements to proactively identify gaps and develop plans to fulfil both short- and long-term requirements.
  • Lead the identification and development of key talent within designated groups to enable individuals to meet their potential and the departments to meet their business objectives.
  • Lead the assessment of and collation of development requirements within designated groups.
  • Support with the design, co-ordination, and facilitation of off-site and team development activities where appropriate.
  • Manage the secondment programme within the department and liaise with the Global Mobility team to oversee all the relevant processes.
• Engagement and communication:
  • Work with the Head of HR and business leaders to support and communicate initiatives and processes to improve employee engagement.
  • Participate in designated groups management meetings.
  • Facilitate effective communication and knowledge sharing between departments, the HR team, and HR Shared Services.
  • Participate in relevant meetings to advise and support on people actions where appropriate.
• Performance and reward:
  • Advise and coach business leaders to build increased capability in good performance management.
  • Provide support and advice in relation to the decisions, maintaining objectivity and fairness.
  • Develop ways to support a continuous feedback, development, and recognition culture within designated groups.
  • Manage the appraisal, salary, and bonus review process across designated groups, communicating and co-ordinating with all relevant parties.
• Employee relations:
  • Manage senior performance, disciplinary and grievance issues within designated groups.
  • Ensure that effective HR policies and processes are in place that meet the firm’s standards and are in line with the local regulatory environment.
  • Keep fully up to date with all developments in terms of employment legislation and employee relations issues and utilise this technical knowledge to provide advice and guidance to people managers.

Key requirements

• Essential
  • A graduate with business or HR qualifications.
  • Demonstrable experience of having performed a similar role.
  • Experience of coaching, developing, and mentoring junior HR Business Partners.
  • Experience in project management and designing executive summaries / dashboards.
  • Demonstrates an understanding of the commercial realities of the international modern law firm and of the firm’s business objectives whilst remaining sensitive to the various cultural differences that exist.
  • Excellent organisational and analytical skills, with strong attention to detail and an ability to set priorities and meet multiple deadlines under pressure with a flexible and professional approach.
  • Highly effective interpersonal and influencing skills and an ability to build credibility and quickly develop strong professional relationships with key stakeholders and work effectively in the people-sensitive environment of a partnership.
  • Ability to work autonomously within a demanding environment and maintain the highest professional standards, personal integrity, and confidentiality.
  • Strong work ethic; a high energy and highly motivated team player.
  • Resilience, patience, and humour.
  • Strong Excel skills and proficient with HR databases and systems.
• Desirable
  • Relevant experience in a legal or professional services environment, but the firm will equally consider candidates from other areas providing they can demonstrate an understanding and aptitude for a partnership environment.

Inclusion

Freshfields is an equal opportunities employer and all applications received by the firm will be considered by the firm on the basis of their merit alone and we welcome applications from all suitably qualified individuals regardless of background. All offers of employment will be conditional on the candidate having/securing the right to work in the UK and providing the firm with evidence of that right (as required by the Immigration, Asylum and Nationality Act 2006) prior to employment commencing.

Freshfields is a Ban the Box employer. We ask applicants to disclose criminal convictions only when a conditional job offer is made. A conviction does not automatically lead to withdrawal of the offer: we make decisions on a case by case basis and take a number of factors into account (eg the role you are applying for and the circumstances of the offence). You would have the opportunity to discuss the matter with us before we make a decision.