HR Business Partner – Fixed Term Contract to October 2027 in Newcastle upon Tyne

Job Description

The ideal start date for this role is mid/end of October 2026.

We welcome applications from candidates seeking either a 4‑day or 5‑day working week.

The role

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.

Who you will work with

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.

What you will be responsible for

The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities.

People and Talent Strategy

• Partner with key stakeholders to embed the firm's people priorities, bring together outputs of key regional processes, shape the regional talent agenda (e.g., succession planning) and work with Senior HR Business Partners 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.
• Work with the Senior HR Business Partner and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.

Organisation Design

• Work with Senior HR Business Partner and key stakeholders to implement changes to structure, roles and workforce transition.

Employee Relations

• Be a trusted advisor to key stakeholders on low‑risk employee relations issues and identify early interventions.
• Provide confidential employee counselling, guidance and coaching to resolve situations informally when possible.
• Respond to queries and provide guidance in line with policies and procedures.
• Support Business Professional staff (up to Executive Manager level career band) prior to and on return from parental leave.
• Provide guidance and support on ER issues for Business Professional staff (up to Executive Manager level).

Financial Management, Risk, Data and Analytics

• Work with Senior HR Business Partner and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.
• 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, to give a broader perspective and insight on inclusion and wellbeing.

Talent Management

• Support key stakeholders through the 3 Conversations framework, positively challenge them to influence objective and fair performance and reward outcomes that align to the firm's performance and reward strategy.
• Assist in delivering talent pipeline reviews, identifying critical talent segments for the future, including collation and analysis of key themes, gaps and actions for development.
• Identify development needs of managers and objectives to be achieved and provide ongoing support and solutions to ensure continued development.

Compensation

• Support the Senior HR Business Partner and Reward CoE, to execute the year‑end compensation processes.

Talent Acquisition

• Liaise with key stakeholders to understand the business case for recruitment and oversee and input into the recruitment approval process, including supporting data.
• Meet all new lateral joiners in Business Professionals (up to Manager level career band), within 2 weeks of joining, and again at the end of their 100‑day induction.

Exit Management

• Conduct exit interviews (where appropriate) up to Exec Manager; use exit themes to highlight key issues to Senior HR Business Partner and stakeholders to drive change.
• Identify and escalating any ER related issues to Senior HR Business Partner and Head of Employee Relations.

Inclusion

• Work with Senior HR Business Partner to embed inclusion objectives and action plans, and deliver against inclusion targets to recruit, develop and retain diverse talent.
• Proactively build knowledge and understanding of key inclusion pillars and strategy to speak confidently and competently.

Wellbeing and People Experience

• Work with the Senior HR Business Partner to embed wellbeing and people experience objectives and action plans.
• Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities to speak confidently.
• Engage in employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing.

Qualifications

• Proven track record of developing and implementing HR initiatives that contributed to achieving business objectives and enhancing overall business performance.
• Flexible and effective communication skills, with the ability to manage multiple priorities and deadlines.
• Experienced HR Manager/HR Business Partner, ideally in a professional services organisation; experience in a matrixed/global environment desirable.
• Significant operational experience, seeking a role that combines operational and strategic responsibilities.
• Experience partnering with and influencing management teams and collaborating with key stakeholders to create joint expectations and deliverables.
• Strong commercial awareness.
• Formal HR qualifications e.g., CIPD or equivalent (ideal).

Additional Information

How we will support you

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

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

What we offer

Access to a broad range of benefits to support you across many aspects of your personal and professional life, including financial, wellbeing, lifestyle, and family‑friendly benefits. For more information on what we offer specifically in the UK, visit our What We Offer page on our career site.

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 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. This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.

We have a variety of flourishing employee networks. These networks are a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement.

Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.

Find out more about our inclusive culture here.