Assistant HR Manager, Early Careers - 12 Months Fixed Term Contract in London

We are happy to consider agile and flexible working patterns. Our approach to hybrid working allows for up to 40% of time working from home and 60% working in the office.

Firm Description

Hogan Lovells is one of the leading global law firms. Our distinctive market position is founded on our exceptional breadth of our practice, on deep industry knowledge, and on our 'one team' global approach. Formed through the combination of two top international law firms, Hogan Lovells has over 40 offices in the Americas, Asia-Pacific, Europe, the Middle East and Africa. With a presence in the world's major financial and commercial markets, we are well placed to provide excellent business-oriented advice to our clients locally and internationally. Our people are the key to our success, which is why we seek to recruit and retain the most talented individuals in all regions of our global practice.

Department Description

The People Team work with partners and senior Business Team leaders to support all aspects of our people's careers, from recruitment to retirement to help the firm deliver on its vision. We aim to create a compelling employer brand to attract the most talented people and provide them with the support they need to perform at their best throughout their careers. We work to develop a culture that is diverse, inclusive, and respectful, so everyone feels supported and valued and can play their part in helping the firm realize its vision. The Early Careers team is part of the People function of the Hogan Lovells Business Team consisting of four team members including a position in our Global Business Centre (GBC) based in Johannesburg. The team collaborates closely with the HR Advisory, Graduate Recruitment and People Development and Diversity Equity & Inclusion teams to support our UK trainee solicitors and solicitor apprentices.

Role Description

The successful candidate will act as a core member of the Early Careers team, playing a key role in working with and supporting the Training Principal and Senior HR Manager in implementing the strategic initiatives that impact on the development of our trainee solicitors and solicitor apprentices. Key components of the role will be in day to day management of team and key processes for early careers, headcount planning, future joiners, reviewing how the firm manages trainee performance, how the firm's trainees are supervised and management of the qualification process.

Key Responsibilities / Accountabilities

• Future Trainees: Reviewing all HR related correspondence concerning future trainees' employment. Overseeing the correct payment of sign on bonus, maintenance grants and course fees for future joiners at law school and managing the grants and fees budget and overall responsibility generally for the budget relating to these costs (approximately £2.5 million). Overseeing the timely response to future trainee queries. Managing the future joiner relationship with the firm and ensuring loyalty is developed in line with the recruitment processes, as well as consistency in terms of relationship building. Working with a consortium of leading City law firms and BPP Law School on HR issues and practicalities relating to future trainees undertaking the preparation courses for the SQE. Working with the HR advisor to manage the future joiner link programme (devising programme, arranging practice group workshops, practice group fairs and attending events) to ensure future trainees are well informed about practice groups prior to joining. Dealing with any HR issues that may arise during the period before future trainees commence their training contract (for example health issues, bereavement, exam failure) that may impact on performance and the individual's well-being.
• Trainee Solicitors and Solicitor Apprentices: Reviewing all HR correspondence relating to the trainees' and apprentices' employment, ensuring fitness for purpose at all times and following any changes to current practice. At all times managing trainee solicitor and apprentices expectations in relation to their training in a fair, frank and firm way. Overseeing the induction programmes. Conducting mid-seat meetings with trainees to catch up and review how they are doing. Conducting regular review meetings with the solicitor apprentices, their BPP tutors and supervisors. Working with the HR Advisors to oversee the seat plan and communicate seat plans to trainees (note that changes to this process in order to meet strategic business needs are likely to be an on-going priority). Overseeing the application and selection process for international and client secondments. Reviewing and agreeing secondment terms for client and international secondments. Managing and devising strategy for the six-monthly trainee qualification process, including liaison with the firm's PR team and handling press queries. Maintaining accurate qualification statistics to monitor and report on retention. Moderating and reviewing trainee and apprentice appraisals to monitor performance. Initiate regular meetings with Trainee Partners and Group Managers to discuss headcount planning and assess how Trainees are performing and promote a consistent approach to the management and development of Trainees across the firm. Presenting at the 'Supervisor Skills' (supervisor training) sessions. Devising bi-annual supervisor information briefings and chairing the events. Overseeing the leaver process including collating the six monthly exit interview summary and reporting key findings. Overseeing the Wellbeing and Performance programmes.
• Reward / Financials: Conducting a salary review for trainees and solicitor apprentices and a review of financial assistance for future joiners on an annual basis (currently May each year). Conducting an annual review of the firm's cost of living allowances for international secondments. Alongside the Senior HR Manager, monitoring the trainee and solicitor apprentice future joiner budget codes, including monthly and annual spend. Alongside the Senior HR Manager, compiling annual budgets for financial assistance and expenses, compensation and benefits for future and current trainee solicitors.
• Specialist Knowledge: Alongside the Senior HR Manager, dealing with all HR matters relating to future and current trainees. For example, but not limited to, grievance and disciplinary, performance and capability, sickness or absence issues. Overseeing the work permit application processes for trainees; liaising with the firm's Head of Global Mobility in relation to the completion of the necessary documentation required; and ensuring all practices are in lines with the firm's asylum and immigration policy. Appreciation of selection and assessment procedures. Appreciation of psychometric testing. Appreciation of diversity and social mobility issues.
• Management responsibilities: Assisting with the management of the Early Careers team (a team of two advisors, one Senior Advisor based in London and Advisor in Johannesburg). Ensuring good relationships are built with the wider People Advisory team to ensure consistency and best practice across the teams, including with colleagues in the Global Business Services Centre in Johannesburg.
• Strategic Focus: Chairing the Trainee Solicitor Liaison Committee (TSLC) meetings and contributing to debate on trainee solicitor policies with the Training Principal and the TSLC members. Managing relations with TSLC members in a fair, firm and frank way and helping them understand business requirements.