HR Business Partner - Fixed Term Contract to October 2027 in London

We are one of the largest international law firms in the world. With over 30 offices across the globe, we strive to exceed the expectations of our clients, providing them with the highest-quality advice and legal insight, which combines the firm’s global standards with in-depth local expertise.

Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective. We believe every career should be rewarding and stimulating - full of opportunities to learn, thrive, and grow. That’s why we’re so proud of our inclusive, friendly, and team-based approach to work.

The ideal start date for this role is October 2026. We welcome applications from candidates seeking either a 4 day or 5 day working week.

You will partner with the Senior HR Business Partner and relevant key stakeholders to deliver people priorities aligned to the firm's People and Talent Strategy.

You will work closely with the Senior HR Business Partner, as well as other members of the wider HR team to deliver high impact, highly efficient people priorities and processes. You will build trusted advisor relationships with key stakeholders, and you will work closely with junior HR Business Partners to mentor and develop them.

Key Responsibilities:

• Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior HR Business Partners and key stakeholders on key talent processes (e.g. compensation).
• Be a trusted advisor to key stakeholders, providing HR support, coaching and direction on HR related and people issues.
• Mentor and develop the junior HR Business Partners in implementing people priorities and applying policies consistently, as well as monitoring the quality and timely delivery of activities.
• Work with Senior HR Business Partner and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.
• Work with Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.
• With guidance and direction from Senior HR Business Partner, be a trusted advisor to key stakeholders on low-risk employee relations issues and identify early interventions.
• Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.
• Respond to queries and provide guidance in line with our policies and procedures.
• Support Business Professional staff (up to Director level career band) and mid-senior level Lawyers prior to and on return from their parental leave.
• Assist Senior HR Business Partner to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, inclusion focus groups.
• Assist Senior HR Business Partner to deliver talent pipeline reviews identifying critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.
• Support key stakeholders through the 3 Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firm's performance and reward strategy.
• Work with Senior HR Business Partner and Reward CoE, to execute the year end compensation processes.
• Liaise with key stakeholders to understand the business case for recruitment and oversee and input (where required) into the recruitment approval process including data to support.
• Conduct exit interviews (where appropriate) up to Exec Manager and mid-senior level associates, using exit themes to highlight key issues to the Senior HR Business Partner and key stakeholders that will drive change to attract, retain and motivate talent.
• Work with Senior HR Business Partner to embed the inclusion objectives and action plans for business, in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent.
• Work with the Senior HR Business Partner to embed the wellbeing and people experience objectives and action plans for business.

Qualifications:

You will have a proven track record of developing and implementing HR initiatives that have demonstrably contributed to achieving business objectives and enhanced overall business performance. You will have flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively. You will be an experienced HR Manager/HR Business Partner, ideally having worked in a professional services organisation. Experience of working in a matrixed / global environment is desirable. You will have gained significant operational experience, and you will now be looking for a role that combines working at both an operational and strategic level. You will have experience of partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables, striving for positive results and engaging others in the journey. You will demonstrate strong commercial awareness. You will ideally have formal HR qualifications e.g. CIPD or equivalent.

How we will support you:

From your first day with us, you will have varied opportunities to continuously grow and develop your skills and knowledge. From formal training, informal coaching and mentoring through to skills-based and technical training and on the job learning.

This role follows our balanced hybrid working approach and as long as business needs allow, you will be supported to work in a hybrid way in line with the hybrid working policy.

Equal Opportunities:

At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society. We are committed to treating all employees and applicants fairly and equally regardless of their gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation, or age.