At a Glance
- Tasks: Collaborate with leaders to align HR strategies with business goals and support employee development.
- Company: Dynamic legal firm with a focus on people engagement and professional growth.
- Benefits: Hybrid working model, competitive salary, and opportunities for career advancement.
- Other info: Exciting role with opportunities for personal and professional development.
- Why this job: Make a real impact on employee experience and drive positive change in a supportive environment.
- Qualifications: Experience in HR, strong communication skills, and a proactive approach to problem-solving.
The predicted salary is between 36000 - 60000 £ per year.
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.
People Engagement (HR) Business Partner in Edinburgh employer: Brodies LLP
As a leading firm in the legal sector, we pride ourselves on fostering a dynamic and inclusive work culture that prioritises employee engagement and development. Our hybrid working model allows for flexibility, enabling you to balance your professional and personal life while collaborating with talented colleagues across our Edinburgh and Glasgow offices. With a strong commitment to continuous learning and growth, we offer numerous opportunities for career advancement and the chance to make a meaningful impact within the organisation.
StudySmarter Expert Advice🤫
We think this is how you could land People Engagement (HR) Business Partner in Edinburgh
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Brodies LLP!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Brodies LLP.
We think you need these skills to ace People Engagement (HR) Business Partner in Edinburgh
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Brodies LLP. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Brodies LLP and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Brodies LLP. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Brodies LLP's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Brodies LLP
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Brodies LLP.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Brodies LLP will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Brodies LLP and how you would contribute to adapting HR strategies.
