People Engagement (HR) Business Partner in Edinburgh

Based in Edinburgh or Glasgow with the requirement to travel across all office locations. We take a hybrid approach to working, enabling colleagues to combine working from home as well as in our offices. Where you spend your working day will vary depending on the needs of the business and your role.

Reporting To: Senior People Engagement Business Partner

Job Purpose: Our People Engagement Business Partners are People Engagement (HR) professionals who play a crucial role in aligning our PE strategies and initiatives with the overall business objectives of the firm. They work collaboratively with the wider PE team and the legal practice and business services areas, ensuring that PE practices are integrated seamlessly into the firm's operations. The role holder will partner with their assigned business leaders to deliver the people aspects of their strategy providing PE guidance and expertise in areas such as talent management, employee relations, performance management, organisational development, talent acquisition and reward. The role requires a strong understanding of both HR best practices and the business landscape to drive positive outcomes for the firm. This is an exciting and challenging role. We are looking for an individual who can work on their own initiative, is proactive, resilient, and committed to doing an excellent job.

Core Tasks:

• Strategic Partnering: Collaborate with Practice Area Leads and Business Services Directors to proactively identify solutions and initiatives that align with the firms' strategic goals and values. Translate business objectives into people strategies and workforce plans.
• Performance, Talent and Development: Provide communication and support to people managers and colleagues for all stages of the performance cycle. Support the performance review process by providing coaching, feedback, and sign posting tools to facilitate meaningful conversations between managers and colleagues. Partner with Practice Area Leads and Business Service Directors to contribute to workforce planning and succession planning to ensure a robust talent pipeline. Work with managers to identify talent, support the promotion process (business cases and interviews) and ensure that succession plans are in place. Partner with the L&D team to identify training needs and opportunities.
• Reward and Recognition: In partnership with the Reward team, support the annual salary review, bonus cycles and market benchmarking. Use HR data and analytics to identify trends and inform leadership decisions.
• Absence Management: Carry out regular monitoring of colleague attendance, providing support to both colleagues and managers where absence levels are close to or in breach of acceptable levels. Signpost wellbeing support in partnership with the Senior Wellbeing Manager and where appropriate arrange for occupational health input. Support the implementation of workplace adjustments and reasonable occupational health recommendations.
• Employee Relations: Provide guidance and support to managers on employee relations matters, including performance, disciplinaries and absence management ensuring compliance with legislation and firm policies. Address colleague concerns and grievances, ensuring a fair and consistent approach while adhering to firm policies and legal regulations. Provide support to the Secretarial Resource Manager and Practice Support Managers with employee relations, performance and absence management matters.
• Change, Transformation and Organisational Development: Lead or support PE projects such as policy development, systems implementation or integration activity. Coach stakeholders through organisational change and continuous improvement initiatives. Identify opportunities for organisational improvement and efficiency by analysing data and trends. Assist in designing and implementing organisational changes (in partnership with the Senior PE Business Partner), such as restructuring, process improvements, and implementing cultural initiatives.
• PE Metrics and Analysis: Understand the performance metrics of the firm and how to interpret them to drive meaningful conversations about growth and improvement. Collect, analyse, and present PE data and metrics to assess the effectiveness of PE programmes and initiatives. Utilise data-driven insights to make recommendations for continuous improvement.
• PE Policy and Compliance: Stay up to date with employment laws and regulations to ensure HR practices and policies are compliant. Work with legal and compliance teams as needed to address any HR-related legal matters. Stay informed of our SRA / Regulatory obligations. Be aware of Brodies’ information security policies, and protect information assets from unauthorised access, disclosure, modification, destruction or interference at all times.

Person Specification & Skills:

• Proven experience as an HR Business Partner ideally within a professional services environment.
• Strong knowledge of HR best practices, employment laws, and regulations.
• Experience partnering with senior stakeholders.
• Excellent communication, interpersonal, and negotiation skills.
• Analytical mindset with the ability to use data to drive decision-making.
• Able to demonstrate business acumen in the context of a legal environment.